Good evening. The time is now 5:35.The Visetta Public Schools Board of Education special regular meeting forTuesday, December 9th, 2025 will please come to order. Will the clerk pleasecall the role? Thank you.>> I'll call it in a second. I'm going to wait for her to finish passing thoseout. >> Thank you. >> Okay, calling the role. Heidi Kedarhere. Sheila Prior here. Sarah Johansson is absent.Paris Bende >> here.>> Valentina Ays >> here.>> Dan Janestra >> here.>> Milan Sahonyi >> present.>> Thank you. We have a quorum. So, first of all, I want to thankeveryone who is present here for coming on on a night like this. Uh it's prettyheavy snow outside. Roads are kind of slick, but you took the time. So, Ireally appreciate the time you've taken and you know, let's let's see if we canget this done as soon as possible. So, so we can all go home before thefreezing drizzle starts. But thank you all for coming. Uh the first item on ouragenda is the approval of the agenda and the consent agenda items. There is noconsent agenda. There are two items on the agenda. Is there a motion?>> So moved. Second. >> Moved and seconded. Will the clerkplease take a roll call vote? >> Heidi Kedar,>> yes. Valentina Ays, >> yes.>> Dan Janestra, >> yes.>> Sarah Johansson is absent. >> Paris Bende,>> yes. >> Sheila Prior, yes. Milan Sahony,>> yes. Thank you. We have an agenda. So, starting with the first item on theagenda, it is the discussion of the superintendent search timeline, hiringcriteria, community involvement and procedures, a very important processwhich sets the tone for the search. This will be facilitated by MSBA's directorof leadership development and executive search, Barb Don. Take it over, Barb.>> Thank you, Chair Sony. Members, it's very nice to see you this evening. Iappreciate the opportunity to visit with you about kicking off the superintendentsearch for Weisetta Public Schools. I know on a night like this, it's temptingto uh prefer hot chocolate in a movie, but I tell you what, this is going to bealmost as fun. Um, it's a very exciting time for Weisetta public schools and I'mreally honored to be here with you tonight to plan the next few months asto what's going to happen in the search for the next leader. So, you do have thepacket in front of you, the meeting packet. I want to thank everyone forreviewing that in advance. I know you brought your calendars. We have a lot ofthings to discuss and decide. So, we're just going to go ahead and get startedunless anyone has any questions for me. Not yet, anyway. But as you do, pleasefeel free to ask me as we proceed to clarify and to explain things that youmight be wondering about. So on the planning meeting agenda, the first itemis introductions. However, I had the pleasure of meeting you at the trainingworkshop that we did and so I'm going to bypass that in the interest of time andmove on to discussing the process. So when we talk about the superintendentsearch process, there's a couple of key things we want you to know. The first isthe role of Minnesota state statute. And there are two statutes that will affectthe search process. The open meeting law and the government data practices act.So the open meeting law says that you cannot close a board meeting for anypart of a superintendent search. The only time you can close a board meetingrelative to your superintendent is for the superintendent evaluation.Otherwise, the open meeting law will apply to all board meetings during thesearch process. Also, the government data practices act comes into playbecause the data privacy laws in Minnesota are very specific and thatsays that the names of any applicants for this position are private data mustbe held in confidence. That's important because you as board members will haveaccess to all of the application materials. You will know who's appliedfor this position. Those names are private data. The only names that willgo public according to statute are people who are selected to beinterviewed by the board and that will be a key phrase if they're going to beinterviewed by the board. It must be done in an open session. Those names gopublic. All the other names will remain private data. So those statutes are veryimportant and my role is to make sure that we're aware of them at each andevery step of the search process. The other thing I want to talk about theprocess is that this is your search. This is not a search being led by MSBA.This is a search being led by the school board of Weisetta public schools. We arehere to guide, to answer questions, to provide options, information. We willmake recommendations at various steps along the way. In the end though, youare the elected representatives for Weisetta Public Schools. So, this isyour decision and it is your search. We'll make sure to make um to ensurethat you have the information you need though to make every single decision inthe best interest of the students that go to school here. So those two thingsare really in terms of process the most important things I wanted to at leastshare with you as we open up the search process. Any questions on either ofthose? >> Yes, chair.>> So Mark, so can can we ask questions as you go even if we see appear like we'reinterrupting but but really not. So so we can ask questions at any time, right?Okay. Thank you. >> And feel free to interrupt me if I starttalking and you haven't got your questions answered yet. So make sure youjust interrupt me. I'd like this to be your planning meeting, not mine. And I'mhappy to make sure you're clear on everything before we adjourn tonight.So, the very first thing we need to discuss is the timeline. And this iswhat usually takes the longest. There's a lot of information in here, but thisone tends to be the most thorny because it does involve your calendars lookingout a few months. And so, we've offered you two options. I think what I'm goingto do first, if it's okay, is review the process overall so you know what thesemeetings are, how long they might last, what the purpose is. I have suggested atimeline option one that is shorter that involves the uh input from your publicand your school communities being conducted while the position is posted.Option two sets it out a little further because we wait until we've gathered allof the school community's voices before you post the position. So there's twothings for you consider here. And I wanted you to see sort of theimplication. If you chose to go with option two, the search will takeapproximately a month longer than if you chose to go with option one. So, I'mjust going to walk through the scaffolding of this timeline. And pleasedo ask questions because there's several meetings we're going to have throughoutthis search process. Uh the first board meeting is tonight. This is the planningmeeting. It is a special meeting. Option one, we are proposing opening the surveyon Monday, December 15th, and leaving it open until January 7th. During thatwindow is when all members of the community, staff, students, parents,community members have an opportunity to fill out the survey both um eitheronline or in hard copy. And we'll talk more specifically about the survey.During that same time, uh we could also conduct focus groups with groups thatyou feel uh we want to meet with individually and just pull out of themsome more information. So, we're suggesting that window the 15th to the7th for that purpose. We are going to be holding search preview meetings and I'vebeen working with your staff to already set those up. I believe we're going tobe able to hold all of the search previews next week. We wanted to waitand hold those until after the planning meeting because tonight you will make bemaking decisions about the timeline, the brochure, the leadership profile, thesurvey. All of those things need to be decided before I conduct those searchpreview meetings with district leadership. But we do have, I believe,five of those ready to go. uh there'll be online sessions that people can jointo get their questions answered. Similarly, then there's a Q&A session. Ihaven't chosen the date for that yet though. The Q&A session is very similarto search previews except it is open to the public. Uh people can join us thatday that I hold it whenever we identify the exact day. Um ask questions. I'lltalk about timeline, brochure, survey, etc. We do record that though the vastmajority of people will watch it at a later time on the district website. Notas many people join us live because people are so busy, but we do have anopportunity for them to send me questions in advance. If they cannotjoin us live, there is a link and we've already talked with Amy and Zach aboutgetting the word out to make sure people know. If you have questions about theprocess, click here. Barb will see those. She'll answer those during theQ&A. And if you can't join her that day, you'll be able to watch it later andhear your questions answered. So the Q&A is very similar. It's just a muchbroader audience. anyone and everyone can join us that day or watch it on thewebsite. All right. Uh we are suggesting with option one to post this position onMonday, December 15th and run it through January 26th.That's a good window. I think it does allow people to prepare theirapplication materials during the holiday break. There's a lot that is involved inapplying for this position and for them to gather all of that information. Somepeople appreciate being able to do that uh beforehand. So, you could do that.that they do during the break, but also they'd have the entire month of Januaryalmost to get everything uploaded before they hit submit. So again, this is ourproposed timeline. We'll turn it back over to the board to discuss and decidefor sure. The next board meeting um that we would see here in person again wouldbe for interview training. I've suggested some dates in January for thatbecause you are conducting your interviews in the public um inparticular round two. You need to be very aware of how you interview, whatquestions you can and cannot ask. you have to be very careful with protectedcategories that you're not inadvertently breaking the law with the hiringprocess. So, we want to be careful with that. The interview training takes aboutan hour at least, if not a little bit more. Um, but we also that night woulddiscuss the public input report if we go with option one. So, if we close onJanuary 7th, our staff needs a week or two to pull all of that informationtogether and prepare the engagement report for your review. So, we areproposing sometime in the last week or two of January to review that report anddo interview training. Um, as well, we'll have a first uh first blush atinterview questions that night. We designed those questions specificallyfor your search based on the leadership profile and the results of that publicsummary report. That is something we don't want to do. We don't want to craftinterview questions until we've heard from your community. So, that willinform the questions that we are developing for your consideration andwe'll share them at that meeting. That's usually about a twoh hour to two and ahalf hour meeting. Some boards go longer if they have a lot of questions. Someboards take less, but on average I'd say two hours for the meeting we'reproposing in the end of January. Uh below that you would see a deadlineof the 26th, the 27th. We'll take a look at all of those, make sure that they arecomplete, and we'll give access to board members on the 28th of January. Again,private data, so you'll want to be very careful where you review thatinformation. You'll have a secure link up in the cloud. Create your ownusername and password, but please don't look at those applications in a coffeeshop or at your kitchen table where anyone who walks behind you might see aresume and know who's applied for the position. But you will have access tothose uh so you get familiar with the pool while we are doing our vettingbecause MSBA's team, as I discussed at our interview, will be um reviewing allof those and looking for alignment between the applicants with your profileand the results of that survey. Uh so that is the time between the 28th andpotentially the middle of February. So February 9th, etc. is the night youmight potentially choose your semi- finalist. Only those names would gopublic if the full board is going to conduct round one in round two. Everyoneelse who's applied um will be forever private and in fact at that meetingyou'll talk about candidates A, B, and C. no names, no identifying information,no gender pronouns, nothing that can help someone figure out who you'retalking about. But we will come to you um ahead of that meeting withrecommendations so you'll know who we're going to recommend out of the applicantlist so you can compare it to your own notes and come prepared to discuss it.So that's the majority of that night and it can take half an hour or less. It cantake an hour and a half or more. It depends upon how much agreement amongstthe board um based upon who's in the pool and who you want to bring in tointerview. And you can certainly ask me questions about who we're recommending,but I'm going to have to be very vague because it's a public meeting, candidateB, C, and D. So, I can't say anything about them as well. If you havequestions in advance, I can talk to you one-on-one if you give me a call. I cananswer some questions in a private phone call that I cannot do in a publicmeeting. So, I would um be very available to you before that meeting ifyou want to talk about that. So, that's a board meeting. Again, that takes halfhour to two hours. Uh then round one, I'm suggesting the end of February orearly March. And there's one thing I want to mention on this. It says uhboard or subcommittee, which is an option for you to consider. Somedistricts, particularly in high-profile uh districts like yours, they want theoption of potentially a subcommittee conducting round one interviews, inwhich case names do not go public because it's not the board interviewingthose individuals. So, one of the things I will ask you to decide tonight, maybeas we go through the timeline, is which option do you want? And so, um, there'sobviously pros and cons to all of those things. Sometimes candidates have said,"If I can do round one in private, I am more apt to throw my hat in the ring.Once I'm a finalist and I'm interviewing at the full board, I'm one of two or oneof three." Sometimes, if I'm one of six, I'm not quite ready to take that risk.So, it is an option for you to consider. Um, and those interviews can take quitea while if you have six people. Um, this is a great opportunity. I'm anticipatingyou're going to have a very strong pool. So, you may very well have five, six, orseven people you want to visit with. So, that's round one potentially by March,uh, early March. Um, if you go with the subcommittee idea and only if you wouldhave a meeting in the middle sometime for that subcommittee to make theirrecommendations to the full board. Again, you would still be speaking ofcandidate A, B, and C. If the full board accepts the recommendation and theredoes need to be trust placed in that subcommittee, you would need to thatnight announce the names of the finalists that will be interviewed bythe full board. So that is the night those names would go public for roundtwo. And I'm suggesting perhaps in early March to middle of March is your roundtwo interviews. And you could do those separately on two different days orthree days if you have three. Most often we see all in one day sort of aroundroin where a candidate has a full day in the district from 8 or 9 in themorning until 4:00 or 5 in the afternoon or 10 or 11 until 8 and then noon until10:00. You can do all kinds of stuff with round two. That is also when youmay possibly have additional input from your school communities, but that's adecision you'll make after you've seen the engagement report. So, we're notgoing to decide that tonight, but in round two is where if you haveadditional need to include staff or parents or community members in theinterview process, you can do it in round two. And we'll make that decisionat one of these other meetings. So, if all goes well with uh round one, excuseme, option one, you would begin negotiating your contract in March andyou would potentially sign a contract and have it approved by the full boardin March and your superintendent would start on July 1st. We would return uhwithin the first six months of their time in the district for that transitionworkshop to make sure that everyone's comfortable with the expectations forthe first year to make sure that you agree on a performance review processfor your superintendent's first year and what priorities you want them to focuson and what metrics you'll be using to evaluate their effectiveness.That is the timeline at a glance. If you look at the second option, thedifferences are we would still open the survey on the 15th of December, but wewould leave it open a little bit longer till February 3rd because we think um ifwe're going to be including that information in a uh recommendation for aleadership profile, there's going to be more need for community input and thatcan take a bit longer than the first window that I suggested. Um, also let'ssee. You would meet for interview training in midFebruaryinstead of middle to end of January. And the application deadline we're proposingwould be March 18th versus January 26th. You can do any of this though. Um,there's kind of a ripple effect. If you want to move everything up faster, youcertainly could. Sometimes the most challenging thing to identify are thedates that all seven board members are available. And sometimes that feeds intothe timeline. But generally speaking, option one, you run the survey and thefocus groups concurrently with the position being posted. The board hasdeveloped the leadership profile and then we confirm the leadership profilewith the results from the survey in the focus groups before we do the interviewquestions or interview screening and things like that. Option two, it takeslonger because we're doing a lot more gathering information before you createyour leadership profile. So, does that difference make sense to everybody? Iknow we talked a little bit in training about the options you'd have with atimeline. So, I think I'll turn it back over to Chair Sony to facilitate aconversation on which option you might prefer and then we can start findingsome dates that work for >> Thank you, Barb. That was that was avery good explanation of everything. So, I'm going to start with uh opening the Iguess the floor for comments, questions from board members if they have any. Iknow most of this was discussed at the training during the workshop but ifthere are additional questions that came up during that time and today uh basedon the timelines this is the time to ask.>> Do you want to give the feedback on both items together? Go one at a time. Whatwhat's the preference? >> Um yeah we can we can go one at a time.>> I have a question before we do feedback. Yeah.>> Do you have a question or feedback? >> Okay. I have a quick question for you.So, I know that there are several otherdistricts that are um doing searches. I won't comment on names or anything likethat. Um but my question is, does one option put us at an advantageversus the other in comparison to other districts that might be doing a search >> perhaps? It's hard to say because Idon't know who would be in the pool. there are some similarities between yourdistrict's opportunity and others in the metro area and in that case there may becandidates in it interested in both. However, I also know of a number ofcandidates who are interested in one or the other. So, it's hard to say that youwould have the same pool because I don't know that you will and if you do, itmight only be a few folks. Um, generally speaking, districts would prefer to movemore quickly as search season heats up because January, February, March is highseason. We have successfully done searches in April and even in May. It'sjust getting a little bit late and some candidates may have committed to otherpositions that would have been interested in yours if you had had anearlier opportunity for them. But it's hard to predict. just in general, mostdistricts by now are saying we'd like to move more quickly. I just wish I had acrystal ball. >> I'd also add uh to that uh members ofthe board, uh if you do make an earlier hire, uh there's then opportunities fortransition that you might not have on a later timeline as well. So, the yourcandidate being known, you know, prior to your current superintendent departingum also gives them an opportunity to get to know the district a little bit morebefore the official start date. Thank you.>> Since since we are at the question stage in instead of feedback, I have a coupleof questions. Um so leaving aside other districts thatare competing with us kind of what is the main difference that wewould see in choosing option one where we are not we will not have to wait orwe will not wait for the community or the survey from the community. Is thereis there like a big difference in between what you have seen from what thecommunity tells us versus what we think the superintendent's qualificationshould be? Is there a big difference uh on that?>> That's a good question. So, in my experience, and I've been doing this foralmost seven years now, as elected representatives of the community on theschool board, I almost always see significantalignment between what you think and what your in input is from your publiccommunities. I have not had a board out of step with their community or theirstaff or their students in a very very long time. So most of the time boardsare comfortable moving forward with the leadership profile prior to gatheringall of the information. However, there are circumstances sometimes when there'sa very complicated circumstance in a district where they want as muchcommunity input as they can get because there's something looming. Maybe it'ssomething financial or it's a referendum or it's a trust issue or something. Butsometimes there's an issue where especially if they haven't done a surveyfor a long time on any other topic, they want that input before they make thenext decision. Most commonly though, it is to just go right ahead with the boardposting the position. You are in touch with folks. Um, but we will alwaysverify with your community and your staff that their input aligns withyours. And if not, we're going to still use it heavily in the search process.So, I don't know that you're missing very much unless there is a big questionyou need answered before you post this position. And you do have some time. Youknow, if it were January right now or February, I'd probably recommend youshould get this posted and we'll do this. But you have the luxury of timeand that it's early December. So, if you did choose to delay posting it untilafter all of that input, you would still be able to conclude the search processby um the middle of April. So you're not late, it's just it's getting later eachweek. >> But I I think yeah, you brought up agood point and I strongly believe that we are it's this is a representativeform of government. So we represent our community's thought process. That'swhy they put us on this on the in this table, right? And if we if we arethinking very differently then then you know then uh I guess I don'tknow. But but you're right. we are representing the communities all sevenof us and could bring hopefully their their thought process and their uhrequirements so to speak but as long as there are no major differences I thinkwe should be okay doing the option one but the second second question is whatif that does not happen so we find out that there is a major major shiftbetween what the community really wants versus what the board has uh offered if uh and that's a big if uh we wouldknow that prior to the recommendation of applicants to the board. So we would usethat information if there is some sort of um dissonance between the board andyour community. We would use that information in screening theseapplications a little bit differently. So, we're using the leadership profile,of course, that perhaps you've developed as a board. And we're putting a lot ofweight on the public engagement summary report and using the voices of thosefolks to help us select the people to recommend to you. And we would use thatinformation not only to recommend candidates, but also develop thoseinterview questions. >> So, it would still be a very big part ofthe search. It's never too late ever to involve that information in the searchprocess. um it would just be used a little bit differently than doing theleadership profile first and then all of the rest. It's just after that,>> right? Okay. >> Thank you. I don't have any morequestions. Yeah. >> Um so I have a comment though about thelength of time the survey is open. Um December 15th to January 7th number oneis not even a full month and is over a holiday. So I don't know. I mean, frommy perspective, over the holiday, I'm probably not going to do the survey.From the candidates perspective, it gives them time to submit theirapplication, but from a family perspective, I worry that that's tooshort of a time and that people are not paying attention. And by the time thesurvey is closed, we will have community members who maybe don't disagree withboard members, but who will feel like they didn't have an opportunity to havea say. So that's I I'm I'm thinking that's not enough time for a survey andI don't know if that February 3rd date for closing the survey is set in stoneeven if we could just say you know at least giveif it was like December 15th to January 15th or I don't know but I'm feelinglike our community is going to feel like wedid give them an opportunity And we can definitely lengthen that. Thethe main thing would be the interview training and discussing the public inputreport. We would just want at least um a week and a half to two weeks betweenlike if we wanted to close it January 14th or January 20th, we absolutely cando that. If we lengthen it to the 14th or the 20th, then when you're looking atthe interview training, we would not want to use that first week, the 20th,21, 22. we'd want to be toward the end of that or even even into early Februarybefore we discuss the public input report. So, it's fluid and I think youmake an excellent point. People's focus during the holidays is not on thisprocess. So, we can lengthen that and then push the next one back a little bitand that would not cause any disruptions. >> When you say not cause any disruptionsif we chose option one, is that what you're saying?>> Correct. >> Okay.Now I'm ready to share my comments. So I'll wait if there are any morequestions. >> Go ahead.>> All right. So uh in terms of options definitely my recommendation is to gowith option one and for three primary reasons. One is again we are getting theleadership profile out but as you correctly stated we will be engagingcommunity members getting their feedback constructing interview questions. So theinputs will be taken into consideration. So again, we're not losing thatopportunity. Um that's primary reason. So community engagement will be there nomatter what. Second, uh this time of the year is really helpful for candidates tothink about it, put their hats in the ring. So again, the the time framecompletely works well. And the third is again it's March versus April time framebut given schools will be in session I think we need to get somebody in Marchthat will allow us more transition between Dr. Anderson and new candidate.So given those three aspects again I would definitely recommend option one.That being said thank you Sheila for bringing that up because that was one ofmy ask. we got to extend that survey like January 7th is too short time likeit it helps candidates but on the flip side from community member standpoint umthat's too short time with with holidays so at least two weeks we'll have toextend those to be able to get all the inputs so >> I like um what Paris said and Sheilasaid about timeline uh because it's yeah people will be in holiday mode and umthat and it's nice to know that we can push it a little bit so that communityuh can feel at least that uh their opinion can had been considered and tobe honest there are some backgrounds who have a whole time my backgroundcelebrates till January actually um it will be um [clears throat]orthodox Christmas too so that people in a celebration mode and I would likepeople to celebrate and then uh give a time for input. uh for me um I wanted toask um when I look at first option and secondoption uh the application deadline for example in first one it's January 28ththe end of January but second option is March 18th so it's um almost um well twouh duck March uh February um almost two month difference uh why is that.>> Thank you for asking that directors. So on the second option, it wouldn't beposted until February 27th. So that's when the leadership profile would gopublic and people could start applying. So the 27th of February to the 18th ofMarch is about 3 and a half weeks. Uh so that the length of the posting is alittle shorter than the December 15th to January 26th, which is about 6 weeks. Soit's open later because you're posting it later. Does that make sense? Okay. >> If I'm if I'm understanding correctly,option one, we post sorry if my microphone is being weird. If we post umthe opening and have the application deadlinelike what to what is an option one, but we extend the surveyopportunity. Is that kind of what everyone's leaning towards with theunderstanding that you need a week or two to go over the public surveyresults? Okay, >> that sounds great to me. >> That sounds great to me. >> Yes, option one with the extension ofthe survey. I'm aligned with that, Sheila. Um, also I think another thingthat we should consider is our school calendar and um the end of March bringsus into spring break and so I think option one is a better option um versustwo just because of spring break as well.>> Okay. So so I I I'm glad you mention you you said Barb that the comm we are thecommunity's voice right obviously. So hopefully we are close to what thecommunity feels and that's what they would recommend for us to look for in asuperintendent. So I think I think it's it also helps us feel the pulse of thecommunity right it gives us an indicator whether we are actually doing what wesaid we would be doing. Um also from Sheila's um narrative I think you knowit clearly tells you that what what's good for the goose is not good for thegander right the candidates it's great great opportunity but for the communityit's not and therefore I I would go with option one with uh the change in theschedule for the community feedback I think we have a consensus on that>> all right great thank you very much I appreciate that discussion so Let's lookat look at a different date to close the survey. And again, this isn't a boardmeeting, so it's not that relevant, but how long would you like it open if it'sopen on the 5th of December, which is next Monday? Uh let's see.>> We are looking at line three, right? >> Line uh line two, public input surveyopen online. So line two, >> the 14th is a 15th is a Thursday ofJanuary. So, I would propose we either do the16th or the uh the 19th is MLK Junior day.>> I'd propose the 16th >> because that gives us exactly almostexactly a month. >> Um is that enough time too? I mean, ifthe further we extend it, then what is that delay? that delays when>> actually would we >> then I would actually propose the 12th>> because that puts us at four weeks. >> Sorry, >> we we could because that week isleadership conference. So my staff won't be working on the report anyway. Wecould close the survey on Sunday 18th of January and on Monday we start workingon survey results. So that week of leadership conference, we're not goingto be able to do anything anyway. So, I'd rather leave it open for yourcommunity to have a few more days. So, >> yep. 18th is fine.>> That work? Okay. >> Mhm.>> So, it would close on January 18th, midnight on the 18th, and on the 19th,we would start working on it. And >> 15th, right?>> December 15th. Yes. So, the survey now will say December 15th to January 18th.>> Yeah. But realistically, are you really going to work on 19th or is it 20th?Because 19th will be holiday. It's uh MLK.>> Okay. >> So if you guys are not working on 19, ifwe can keep it open till 19th, so community gets the whole long weekend.>> But if you are working and you really going to start working on 19th, then18th is fine. >> Yes. Why don't we keep it open until the19th? >> Thank you for pointing that out. January19th at midnight on that Monday. So then the what that does that thelittle cascading effect means that the interview training meeting we would notwant to meet the 20th 21st or 22nd of January even the 26th and 27th that'spretty tight because I'm expecting a very robust response to this survey witha lot of people. So we're going to have to give our staff some time to pulltogether the quantitative and the qualitative results. So, if we were totalk about interview training and discussing the results of the publicengagement survey and focus groups, we could look at moving those dates backfrom the end of January to perhaps that first week of February. >> Which line item are you looking at now?>> Uh the first yellow highlighted meeting. That's the next board meeting. So,proposing the 20th through the 28th. that won't give our staff enough time ifwe're closing it on midnight of the 19th. So, if we look atthe week of February 2nd instead, that would give us enough time. And I'mcurrently wide open that week, the 2nd through the 6th.>> So, that would be special. >> It would be a special meeting because wehave a work session that's scheduled on the 26th.>> Yeah. So the week of February. >> So the week of February 2nd, right?>> Okay. Just saying. Yeah. 2nd February. >> Now, is this is this something that'slive streamed as well? >> Every district has different protocolsabout live streaming or recording special meetings. Some do not livestream nor record special meetings. Some do, some don't do either. The reason Iasked is because Amy guys and Dave is have to have to be aware of the datesbecause they are the ones that that handle the technical aspect. So justwant >> Okay, good. Okay.>> Do you typically live stream your special meetings?>> Do you record your special meetings? >> Yeah.>> Okay. So I would say just do the same thing you've always done so that aspecial meeting for the search is no different than other special meetings.>> Okay. So February 2nd Barb at this point doyou want to invite Alicia also >> thank you for asking. Yes.>> Yeah we have just so that the viewers know Alicia little our board memberelect is here in the room and she will she has been invited by Barb to makesure that she has availability on her calendar because once she's sworn in inJanuary she will be at the board table sitting here. So So the week of the February 2nd, whenare all seven of you available? We could do days or evenings. It doesn't matter.>> Mine is wide open. >> I'm good on second, but it needs to bein the evening. >> Mhm.>> Or four and beyond. >> I'm good on second, too.Anytime, Valentina, or do you have evenings rather?>> Yeah, evening. >> Okay. How long is it is this meetingexpected to last? >> An hour>> usually about two to two and a half hours.>> Okay. >> I'm good. The whole week, so anytime.>> Let's go with the second. Are you good with it, Alicia?>> The second works for me. >> Okay.>> Yeah, second's good for me. >> And you also in the afternoon is right.Is that >> Yeah, second. My only barrier um youknow really these next few months is going to be the fact that I have aevening class on Tuesday. So that kind of knocks out Tuesday for me.>> So Monday the 2nd. >> Yep.>> And did you say any time? What time? >> Four. Four. Good.>> Five. >> Five. Okay.>> Five. Five is okay with me. Yeah. >> Five. Yes, please. Five. >> All right.I thank you. I think I'll turn it back over to the chair to facilitate. Theother meetings that we'll need to decide when are all in yellow.>> Okay. So, so all the dates stay the same thenthrough the rest of the yellows. >> Yes. Unless for whatever reason thewhole board's not available. Sometimes people will have train right the countryor something. So these are my suggestions that is because the previousones were pushed from January to February 2nd.>> Yep. >> So that will not affect the other>> that does not affect the rest of the the search. No, it's mainly that report, butotherwise if these dates don't work for your calendars, we can absolutely findother dates. >> So, the board needs to determinesemi-finalist interview questions and procedures.So, this will have to be an open meeting, right? Public meeting if thewhole board sits to now is this where we have to decidewhether we want a committee to committee to do the interview or the board to dothe interview. So tonight, when we get down to the first round of interviewdates, I'd appreciate a decision from the board about the option to have asubcommittee interview candidates or the full board interview candidates in roundone. That decision does need to be made. >> Okay.>> Who's going to be on that committee can absolutely wait until perhaps themeeting on February 2nd. We could discuss it that evening. Um or we coulddiscuss it the evening that you choose semi-finalists. I'd prefer perhapsearlier. So on the second we would discuss the membership of thesubcommittee if you go that route >> right but for now you need to knowwhether the whole board should do it or the committee.>> So if the whole board does it then we are looking at the February 9th 11th12th those dates right that yellow highlighted part>> actually that meeting of the I've suggested the 9th 11th etc that meetingum is not anything other than identifying candidates A B and C to beinterviewed in round one. Oh, >> that is not the interviews. Theinterviews would be the end of February, the next line, and then early March.>> So there is no question of dulging any private data in that in that February9th, 11th meeting. >> Correct. This the night of I'msuggesting the 9th, 11th, etc. is the night that you'll discuss candidates A,B, and you'll know who we're recommending, and I'll tell you whywe're recommending those folks. You ultimately make your own decision. Youhave seen all of the applications, so you may not choose the slate we'rerecommending. Most boards do, but you may not. That's the night that youactually choose to interview ABC, etc. But then you don't interview them tillthe following week or two. >> Okay. How long that session is expected?>> Uh this meeting the when you determine semi- finalists and interview questionsif there's consensus among the board pretty quickly that aligns with ourrecommendation. It can take 45 minutes, half hour, 45 minutes.>> That board members meeting at >> Yep. Go ahead. You got it.>> Yeah. So that night is the board meeting at 7 o'clock. So it might be ideal to doit on the >> on the on 9th. Just meet a littleearlier before the board meeting >> because you have a meeting on the 9thalready. >> Yeah.>> Okay. >> Yeah. We have a 7:00 to uh 7:00 startregular board meeting on the 9th. >> Okay. So would you want to start at 5 or6 that day? >> I would say 5:30.>> 5:30. Yeah. Just to be safe, right? Yeah. Yeah. Because we don't know ifit'll >> And that makes sense because we alsohave President's Day. I'm looking at the school calendar as well. So, we've gotPresident's Day coming up right after that. So, the 9th is ideal.>> Everybody okay with that? Dan, Sheila, >> does that work? 5:30. Okay.>> Are we sure that's going to be enough time? Like, I mean, we're assuming Well,I mean, we've had some pretty long meetings.I I don't know. I If we have a a definite stop time,>> do we want to push it back to five or >> maybe five start?We can take a break if necessary, right? So, let's let's do five.>> Five. Okay. Does that work for you, Amy? 5:00 p.m.that day. >> Okay.>> I know. It makes for a long day. Yes. >> Yeah. 5:00 p.m. 5 is fine. On the night,>> February 9th. Okay. >> So, Barb, the next one is where wedecide whether we want the whole board or the committee. I think we we talkedabout this a little bit during the uh workshop during the training. Um>> we had a survey that Dave >> We also had a survey. Yes.>> Do we know Dave? >> Yeah,>> Mr. Luke. >> Sorry about that. I was discussing thelast meeting we scheduled. What was the question? We had uh we had a survey inwhich umyou were going to get an opinion from you know from the board members as towhich one they they have a preference for uh the the whole board interviewingthe first round of candidates or whether they would be okay with the committee.And what did you find out? >> Oh yeah. So, uh the the generalconsensus from the board was that the the preference was to utilize uh uh umsubcommittee of the board for that first round of interviews. Um I I believe, youknow, as [snorts] we discussed um in our our workshop, there's pros and cons toeither way that you would do it, right? Um and and Barb, is it appropriate forme to share what those might be? Okay. So the the um advantages of of runningthat that first round as a private process um are that you might attractcandidates who are willing to apply from you know a current superintendency etc.they're they're in a in a current district. Um, and so they might be morewilling to apply um if they know that that first round is uh a privateconfidential um versus um if if you open up that thatfirst round publicly right away, you might have some candidates who decide hI don't know. I don't know if if uh I will throw my my name in the ring for aprocess that's that's uh public right off the start. Obviously, all thefinalist rounds uh do need to be public as well. So, um the there is advantages,I think, to either way you choose. I think the board felt like um the thebiggest advantage goes with with utilizing that that subcommittee and anduh keeping the the candidates private during that first round until thosefinalists are declared. >> You want to take a quick call on this?Uh everybody agree? Yeah and most importantly I think in ourlast session we also talked about the process right so just because certainmembers are on the committee um that's not the only deciding factor everybody'scontributing obviously we will look for MSBs help to put together thosequestions rubric you know anything that can help us so again it's a datacollection datadriven decision and three of you know seven members arerepresenting it so again um I trust the process I trust my colleagues. So again,I don't see any issues in that. Uh listening to what was presentedduring training uh it sounds like we will have better chances to get betterfish so to speak candidate who would be willing to apply because understandablyfor um to put your name and then to go public and then come back to work. itcan uh I mean you have to consider do you want to especially in thisenvironment that's the reason I'm willing to go with um the option ofhaving a a subcommittee >> I'm in favor of a subcommittee for roundone 100% I think it's going to give us the most competitive um the mostcompetitive uh process that we can get and I want to be able to look ateverybody in the eye and tell them we got the best candidates that we possibly I agree um on the subcommittee to makeit, you know, make it more attractive for candidates to apply um who might nototherwise. Um we as a board will come up withquestions together ahead of time. So, whoever's on the committee will berepresenting what the board as a whole would like to ask presumably. Am Iunderstanding that correctly, Barb? That >> yes. So, if you went with that option,um the full board does a couple of things. The full board decides who wouldbe interviewed in round one, and the full board would select the interviewquestions for round one, and then the full board would act on recommendationsfrom that subcommittee to then interview those finalists as a full board. So,there's still a great deal of input and reliance on the full board. It's just amatter of uh the interviews could be done in private. Um and and remind meagain if you would Mr. Loots, this is a precedent. Why did Weisetta did this?>> Yes, this was utilized the last time that super similar process.>> Okay. >> So, yeah, I would be in support of thecommittee. >> I'm good with the committee.>> So, Barb, help me understand again. No, Alicia, you you I guess you don't haveyou don't have you don't have a say in this. Sorry, just for the timeline. So,help me understand again now. Everybody on the board, even if we choose asubcommittee, everybody on the board sees all the applications that thesubcommittee will be interviewing, correct? And then setting up thequestion. So, that's good. And I also appreciate Paris you you stating thatbecause this is very important stating that the that you are in you areconfident that the subcommittee will do the best job possible. So I hopeeverybody is is in sync with that and I think we should just go ahead with thesubcommittee then. Yeah. And then we will we will we stillhaven't >> given it a a thought. We will decide inthe coming days if it's not really necessary to do it now. Right.>> Thank you very much. That's really helpful. I just realized something alsoand I want to offer my apologies. I didn't have an internet connection whenI was looking at my calendar when we changed the dates from the end ofJanuary. >> I am unavailable on Monday the 2nd. Itjust popped up. I have I have internet and suddenly I'm I'm gone Monday andTuesday 2nd and 3rd. I apologize. >> That's okay.>> Uh is the board available on Wednesday the 4th?>> This is February, right? >> Yeah. February 4th. Yes. Yes. February4th. I I am sorry. I thought it was odd. My whole week was blank, but as soon asthe internet kicked in, I discovered that I was booked.>> And this is 5 p.m. again. >> That works for me.>> Worked for me. Yep. >> Can we do it on the 4th of Februaryinstead of the 2nd? >> Does that work for everyone?>> Works for me. >> Okay.>> Works for me. >> Works for me, too.>> Yeah, the fourth works for me. And then I think we could be flexible on timing.Five is still fine, but we were going to do that because we were trying to get itdone before the previous meeting. So, >> Oh, that's a good point.>> Oh, yeah. If >> you guys are good. Good. Okay. Do wewant to do 5:30 to give Why do you decide on 5:30 want to be such a longevening or no Valentina? >> I can make it five or five.>> Okay. >> I think let's do it earlier and be doneearly. Yeah. >> Okay.>> Okay. Thank you very much. So February 4th at 5:00 p.m. we'll be interviewtraining discussing the public input report and we'll discuss uh membershipon that subcommittee then since you just made that decision as a board. will alloccur on February 4th at 5. Then the board will meet on February 9th todetermine the semi-finalists, >> the interview questions and procedures,which now indicates you'll have a subcommittee conducting round oneoffsite. And we'll do a brief review of interview training. That won't take verylong, but February 9th at 5:00 p.m. still works. So then the question is,uh, board subcommittee conducts private first round of interviews. which dateswould you like to do? So, I've suggested starting with the 25th, but even thoughyou don't know who's going to be on the committee yet, it does help to identifythe dates for can. >> So, that then again poses the questionjust it it depends on who is in the subcommittee, right? Can we can we holdoff on that? Is it possible? >> It's really up to the board. If you ifyou want to have that conversation tonight about who might be on that, youcertainly may or you could wait until the new board is discuss it in February.Um the biggest decision was round one, whole board or subcommittee. So thatdecision at least is helpful. But you are correct.>> Uh depending on who's going to be on that committee might dictate the datesthat you set aside. I'd suggest at least two days set aside. Yeah.>> Because these might be much longer interviews than traditional. Instead ofa one-hour interview with the whole board, it might be an hour and a half totwo hours with a subcommittee. there's just more room>> for in round one. So, it's going to be more time commitment for those people.>> So, what if we dis decide in the near future the subcommittee and then thatsubcommittee then between themselves decides which date they want. Is thatokay? Or >> the challenge with that is the date forround one needs to go in your vacancy brochure which we would post next Mondaythe 15th of December. Candidates look for the dates on your vacancy brochureand hold them in hopes of getting an interview. If they don't know whenyou're going to interview, they may have other commitments and not be able tointerview the dates that you want them to. So, it's combination I believe chairof availability of the subcommittee members and your semi- finalists.>> Could we just all share our availability and just across the board all seven ofus for now and then if there's any that are conflict we just make a note.>> Yeah, that's that's good. That's fine. Yes,that's >> I have availability on any of thosedays. I have availability on any of thosedays. Um, but looking at the school calendar, we have high schoolconferences on February 26th. And so I don't know in the evening. So I don'tknow if that's anything we should consider>> for now. Maybe we should put that aside, not not use that date.>> Yeah, that's what I'm thinking. >> So 25th and 27th and then we go toMarch, right? Oh, 28th also. Then March 2nd, 3rd or 4th. for me all dates areavailable. >> So you you>> Yeah. Uh so that last week of February, first week of March right now I'm goodtoo. Okay. >> Yeah. Just second. So I need to checkFebruary and March beginning. Correct. >> End of February, early March. Yeah.>> And you had mentioned Barb that this could be during the daytime as well,right? These interviews. >> Yes, correct. And I did include aSaturday in there. If you wanted to do an all day Friday, all day Saturday,it's entirely up to you. But yes, >> I have something on 5th of March at theevent. >> That's not a date on there, though. >> We're discussing about February 20.Oh, sorry. It's got it. Okay. Looks like I'm um>> This one would be a committee. So it would>> then >> uh would that be in our or meeting?>> That would be on December 4th. >> No, I think we would determine that onthe 4th. >> What did she say? What did Amy say?>> Amy's wondering the determination of who the committee members will be for thesubcommittee. When would that decision be made? It needs to be made in a publicmeeting >> February 4th.>> Yep. >> Meeting.>> Yep. >> The um first round interviews, wouldthose are those done conducted at an offsite location.So, there's potential driving involved, just FYI.>> Plus, during the daytime, several hours during the daytime, during the weekdaysalso. So Dan, are you available on most of the dates or all of the dates? Yeah,Sheila. >> Yes.>> Okay. So I think except 26th, we we can pick any two dates. >> So let's all in in that case everybodyjust block your calendars just for now. Well, hold on.>> Not to interrupt or anything, but if we are considering, are we talking aboutthe March the 2nd week of >> Yeah.>> the second, the 3rd, or the fourth, >> right? Okay. Yeah. Third would be offlimits for me. >> Okay.>> I got it. Yeah. >> If possible, could we identify threedates? Two or three. So, we wow it down for candidates to only have to hold twoor three dates. Was February 25th, 26th, and 27th available for everyone?>> 26th, I think Heidi brought up a point about>> as conferences in the evening. I don't know if that matters at this point.There's high school conferences that day.>> So, how about 25th, 27th, and 28th? >> I can work around it. It's not[clears throat] about >> But my question was,was the plan to run daytime interviews the 20 And if so, could you schedulethose three days consecutively? Is there any advantage to to having themnon-consecutive with a weekend gap in between?>> I'd like them as close together as possible only to try try to create alevel playing field for the candidates so that it's fresh in your memory as thesubcommittee and you're interviewing people. Two two consecutive days wouldbe great. Three consecutive days would be great. I don't know if you'll needall three. Just depends. If you want to do twohour interviews, two on one day,two the next day, and two the next day during the daytime hours, that's threefull days. It'd be nice to have them in a row just so you don't lose your trainof thought and jump into the following week and you've sort of forgotten theimpression someone made on you in their interview. So, that's ideal, butanything really >> then let's keep the 26th on the table.It'll be fine. We don't need >> Or we can do 25th, 27th, 28th.>> No, no, no. Let's keep the 25th. Yeah. >> 25th, 26th, 27th or March 2nd, 3rd, 4th.Can I ask a quick? Do we need to check with administration? Will we have anadministrative? That's right. >> Yep. We checked.>> Okay. [laughter] >> Theum is your intent or or desire, Barb, toschedule because [clears throat] I hear whatyou're saying. As soon as we post this position, you're going to get thefollow-up question from candidates of when do I need to book time, right? Andif you can give specific days, so you could you feel comfortable with the25th, 26th, and 27th sometime during the day. Is that enough of a bumper to givecandidates? >> Yes.>> Okay. And that's good for the board to hold.>> Yep. >> Yep.>> Okay. Question um about the availability of candidates if they have, you know,their day jobs. Um and we have that one weekend option of the 28th. Umare we like do people will we be doing evening interviews? I guess we're justsetting aside these days but like in terms of timeswhat what does your experience tell you that people will want which you knowappointment times people will make it work theirschedules. They'll take a vacation day or use PTO in order to interview duringthe day if there's a conflict. more often administrators have conflicts atnight. Have an existing schoolboard meeting or something. So for schooladministrators, days and nights are both sometimes not great. They will make thetime for this interview though. Um if they know that you are interviewing thatthey would be one of those three days if they're in round one, they'll make surethey set it aside. And and keep in mind if the committee is able to after two orthree days, they'll need to come back to the board with a recommendationthat following week. Does the board meet March 2, three or four already where itcould be part of a regular agenda item? Because it won't take real long. Itdoesn't need to be an entirely separate special meeting for the committee tocome and say we interviewed candidates ABC and we're recommending A and B.>> That would have to be a special meeting though. We don't have Yeah.>> Nothing that week of the 2nd of March. >> We have it on the 9th.>> Nth March.You could do it then and then you would interview after that.If you make your decision on your finalists March 9th,>> you would then interview your finalists as a full board potentially on uh the13th or 14th, Friday the 13th or Saturday the 14th,only because I'm >> I'm booked. But if you announce it onthe 9th, you do want to interview within a week or two. your finalists. So the13th or the 14th, >> how many hours would that be?>> If you have two candidates, do you want to block out probably four hours?>> And if you have three, probably five and a half.>> Barb, is that too big of a gap from the uh subcommittee interviews tothe selection of finalists? There's a week in change in there. It would be toobig a gap if the sub if the semi- finalist names were public and peoplehad to wait a whole week and a half to find out if they're moved forward toround two. If these names are still private data until if you do it on the9th, I don't think it's a problem. But if it was public, yeah, that would betoo long a stretch to go between those those times. So, thanks for asking that.Is there a potential benefit where um if there was some type of last minutescheduling issue, we'd be able to reschedu that following week>> to reschedu the selection of the finalists.>> So let's say you had a issue, you had to reschedu one of the the subcommitteeinterviews. Right now we have time held the 25th through 27th. I'm saying thatgap might be helpful should you have scheduling problems arise of some kind.>> Yes, that's an excellent point. Sometimes the weather in particular>> can really pose challenges for candidates getting to their interviews,especially if they're coming from a long distance away. So, you would have thebuffer of the week of the 2nd of March. >> So, would you suggest then uh it's goodto have a week of of the 2nd of March just in case you>> am I correct? >> Buffalo. Yeah.Am I correct? >> Yeah, I I would I would think maybe justum doing [clears throat] a calendar hold or something once that that committee isdetermined. Maybe just block it off as an emergency>> one of the days. I don't know if we would need the second, third, andfourth, but um >> I personally like that idea. Uh on topof that, to be honest, we lately have so many meetings uh together, it becomesquite hard. It would be nice uh to dedicate to a specific uh agenda insteadof being spread. Um it would be nice because it's quite a big decision tohave separate um yes I know it's additional work [laughter] but one timeAmy if it's possible >> when we say daytime meetings this isgetting back to a topic for a little bit ago. When we're talking about daytimemeetings, what times would that be? >> I would say that's up to you as a board.Most people if they hear I'm going to interview during the daytime wouldprobably assume it's be between 9 or 10 and 4 in the afternoon.>> Yep. >> That's the assumption, but everyoneinterprets daytime a little bit differently, but that might be 9 to4window. So am I hearing that the thesubcommittee would interview candidates right now February 25 26 27 if you needall three days you only really need two if you have less then on March 9th theboard would determine the finalists and that is a regular board meetingalready correct >> when you say determine you mean announcethe finalists right >> yes>> determination will have happened before that>> by the subcommittee >> the subcommittee will have come up withtheir recommendation >> correctAnd then that's >> and then on the 9th we will vote on itor whatever. >> The full board votes on it March 9th.I'm sure you could send them >> I could send them one way to the board.>> Okay. >> And here are the recommended candidatesfrom round one interviews from your subcommittee. Please call me withquestions. Yes. >> Don't talk amongst yourselves about it,but call me and I can certainly answer any questions. Then you would vote onMarch 9th. Okay. And that's the name that's the night those names go public.Who's going to be in round two? Okay. Are we blocking>> are we blocking time in that first week of February just as a backup or no?>> First week of March. >> Sorry. First week of March. Yes.>> Second, third, and fourth. >> Second, third, and fourth. Okay.>> I don't know that you need to block all that time. I think that's just a supercontingency plan. If we needed to, we'd we'd use it. But I I don't know that youneed to hold six days for two days of interviews.>> That's just my feedback. >> Would agree. I would pencil it in andwe'll figure it out. >> Exactly. Yeah. No.>> Yeah. What are the order that all six candidates will not be able to show upon 25th, 26th, and 27th and they'll come on second, third, and fourth, right?>> Okay. So, on March 9th, 2026 at a regular meeting beginning that meetingstarts at 7 p.m. >> Yes, it's a regular meeting>> is when you would determine your finalists.>> Names go public that night. And then you'll need to now only choose roundtwo. When would you like to interview the finalists in round two as a fullboard? If you name them on March 9th, >> when would you like to interview thosetwo or three people? >> How soon do they have that?>> Yeah, my preference is that week itself because the following two weeks arespring break. Oh, >> and as a heads up, if Heidi, you'reprobably seeing it, too. There's an at home learning day that Friday the 13th.>> So, yeah, if we do it that week, then it will have to be a specialmeeting obviously again. Right. So, >> correct.>> I'm currently booked the 10th, 11th, and 12th, that doesn't mean you cannot goahead and interview. And we'll have someone from MSBA here. Our role ispretty minor during the interviews. We hold up the time cards to let candidatesknow how much time is left. We work with administrators to greet and escortpeople in. We're not very involved in the second round of interviews unlessyou get stuck on your deliberations and we're there to help you decide. Um ifyou have two extraordinary candidates and can't make a decision, we'll helpyou with that. But we have a number of people at MSB that could that if Iremain booked. >> Yeah. And>> I I heard March 13th and 14th a few minutes ago. What was that for?>> For the board. >> Yeah. What were we going to dointerviews on the 13th or the 14th? Or >> you could>> if you name them on the night of the 9th, you could interview the 10th, 11th,12th, the 13th or the 14th. Okay. >> I could be here on the 13th or 14th.Otherwise, another member of my staff could be here earlier in the week if youwant to do them on Tuesday or Wednesday or Thursday.>> I I would request Friday the 13th. >> Okay. I'm okay with that.>> Yeah. Yeah. >> And again, it'll be during daytime, I'massuming. >> Yes. This will be a full>> five hours. Yeah. Like pretty much the entire day.>> Whole day. This will be the whole day. >> And candidates would be here earlier inthe day for tours. You know, they might be getting building tours at 9:00 or 10in the morning and 10 or 11. And the board interview might not start until3:00 or 4. >> It' be okay.>> As Alicia mentioned, it's an at home learning day.>> So, there will not be students in the buildings. Um, and teachers will beoccupied with other responsibilities that day. Um, and I don't know that theI know there's several members of the board with full-time jobs. So, I don'tknow that a daytime with children home is going to work for>> in that case. You know, I don't I hope they speak up and say I cannot do it onFriday the >> That's why I was asking. So, um I meanI'm I'm going to take day off. I don't think that's not have to do it on the14th then on a Saturday because >> Can I ask a question?>> Yeah. >> So, the day that we do those secondinterviews, the candidates potentially could be whatwhat else is involved in that day for them. What would it look like?>> I'm certain there will be building tours and if it's Friday or Saturday, itsounds like there will not be students in the building.>> Correct. that is something they really like to see the student traffic betweenclasses and such, but it's not it's not a dealbreaker for any candidates.They've seen schools and you know students moving between classes. So, umthey would earlier in the day have the building tours, maybe a communitiestours. Now, you have a lot of communities, so taking someone around toall of those would take quite a while. So, maybe it's just some representativeelementary schools, middle, high school. Um, you may or may not have meet andgreets with staff. Sometimes districts like to plan meet the candidates from 1to three in the cafeteria and it's a very informal mixing and mingling andshaking hands and trying to get to know them. You could do a more formal uh Q&Awith the candidates that day or you could do it Saturday. You could do a Q&Awith the community on Saturday and then do the interviews the following Mondayor Tuesday to give community members a chance on a Saturday to ask peoplequestions. So, lots of things to structure. Maybe you'd have separategroups interviewing the candidates or not. And that's a decision you make atthe meeting when we talk about the public report on February 4th. You mayor may not have additional input from your public communities during roundtwo. That's up to you. But I don't know yet what you'll decide.I actually think meet and greets are better during the week.>> Yeah. >> Like a Wednesday, Thursday,>> right? And given 13 there won't be any students. I mean, if we want to shift itsooner, yeah, totally fine. But I think that week would be my preference becauseI think the next two weeks will be challenging>> because of spring break, right? >> Yeah.>> Are board members available the 10th, 11th, or 12th?I'm certain I can find other folks if I remain unavailable. I'm certain otherfolks from MSBA could join you that day to help.>> I think it's I also think it's important to see not just for the candidate to seethe flow of the schools and all of that, but for us to see how the candidate is hhow they hold themselves in the buildings with our students there.>> Now, when we say um 10th, 11th, and 12th, is that the full board conductinginterviews or this? >> Yep.>> Okay. We may have to put a pin in that. I'm a team player, but um 10th, 11th,12th, I would prefer the 11th, but I will be a uh I'll be a team player.>> Wait, help me understand what what do you mean?>> Well, I have I'll be at the University of Minnesota, um you know, Tuesday, youknow, whole day. Um I could be back by um you know, 4:30 or so. Actually, no,not even that. >> We can go with 11. Wednesday will work.I mean whatever you >> think 11th would be better for you.>> Well 11th is better. >> 11th is better.>> Okay. >> Yeah.>> Sure. Yeah. >> I um but we might need more than oneday. Is that right? >> Yes. Your options will be to do onecandidate per day >> or both of them in one day.>> Yeah. >> Most people do both candidates in oneday or all three candidates in one day. That's most common.>> Yeah. Some districts though say they want an entire day with one person andone person only and then the same thing the next day and the same thing the nextday. You could do that too, >> you know, because it makes sense, right?Those three c two or three candidates will have already been interviewed oncein the previous round. So most of the questions have would havebeen asked and all that. So I think yeah >> Barb, can I ask a question? What wasyour availability the prior week? the end of the the week of the 2nd, sothe fifth or sixth. >> I'm making sure my internet's on. Um Iam completely open the fourth, fifth, and sixth.>> Okay. So, >> one of the the considerations I think umI'm thinking through and this is something the board might want toconsider. I think Barb, your leadership has been awesome through this and Iknow, you know, MSBA does take a little bit less of an active role in thatsecond round, but it might be beneficial to have, you know, you see that processthrough and and be there for those final interviews uh for feedback with us tothe point where would it make sense to take uh special action earlier on theweek of the 2nd? So, if you had a instead of approving at the boardmeeting on the 9th, if [snorts] we could pull together a special meeting sometimethat week, even if it's the the 4th or whatever it is to make the approval,that then frees us up to run interviews, you know, on Friday the 6th. Um, andthat that's something I just wanted to throw a concept out there. it's anothernight and the day with with students in the buildings and staff in thebuildings, all that type of stuff, I think is a valid point. Um, and also I'I'd just really appreciate the work Barb's been doing with us. So, um, if wecan get get Barb in those second round interviews, I think that'd be awesome.>> So, you would not be available on the dates we talked about earlier,10th, 11th, 12th. Not March 10th, 11th and 12th.>> No. Okay. >> And booked somewhere else.>> Okay. >> So then the question for the board is dowe have availability on the 2nd, the 3rd, or the 4th to come together for aspecial meeting? >> Yeah.>> You already have a special meeting planned on the 4th.>> Yeah. And I think we blocked those back >> contingency. So>> Sure. >> What's on March 4th?>> Oh, yeah. What is on? >> Sorry, February. Sorry, that wasFebruary. >> Yeah, [laughter]>> you're okay. >> Yes. Can I Barb, can I ask a point ofclarification? When we're talking about these building walkthroughs, are wetalking the candidates individually or the candidates as a group? And are theygoing with the full board? Because I'm just picturing an entourage that I I Ithink we need clarity here. Not everyone needs to be available during the day towalk these candidates through. >> Correct. Thanks for asking that. So, uh,the building tours are one at a time, and there's usually, um, someambassadors or some hosts that go with them from building to building. One ofthe things we'll talk about is involving students in that. Student ambassadorsreally enjoy maybe two people per candidate to go with them from one placeto another. Obviously, you need transportation provided by the district,so they're not driving people in their own cars, but then in the buildingsthemselves, the building administrator would greet them and tour them throughthe building as well. So, board members are not on the tour. I apologize if thatwasn't clear. Board members, you're not on that tour.>> Barb, is it common that you would use that tour to offset the the c the otherparts of the process for a candidate? Right. So, while one candidate is on atour, another one might be interviewing with the full board and>> kind of a multi-step process. >> Goes like this.>> Yeah. >> During the day,>> so it's all happening at the same time. It's a rotation type of a thing.>> Okay. And that might be how many hours of aboard the board being together to interview. Then if we have threecandidates, say probably four to six total. If you have three, you'll do anhour to hour and 15 minutes with each of them with a 15-minute break between andthen a half hour break after the last candidate so that we can tally all ofthe rubric results that you've put together. And then it's thedeliberations. And sometimes deliberations go very quickly. It'sclear amongst the board. you have strongest support for one person andsometimes you have such a great final round that deliberations can take awhile because you just have a very difficult decision when you haverockstar candidates and so it could take I've gone till two in the morning withsome boards unable to decide who they want to make an offer to because they'reall so good. Um most often though it does not take very long. I like that idea though actually if youdon't mind a special meeting to name your finalists that it can be 20 minutesto half an hour if there's not a lot of discussion if you could do that on thesecond third or fourth we absolutely can do round two on Thursday or FridayWednesday Thursday or Friday I'm available all three>> thanks for thinking of that Mr. boots. I think we originally said we were goingto hold those as like >> in case dates. So if we're not going todo that, then >> we have that as I mean that really if ifwe have the 25th, 26th and 27th, we could plan the the subcommitteeinterviews on the 25th and 26th with the 27th as your backup, right? Yourcontingency day should something happen. Um and then you're moving forward withthe next part of your process that week. Um, I also, you know, do like being ableto get back to candidates on an answer about that next round. The week plusfelt long to me, but that's just my own feelings. The board might have their ownon that. So, that's why I suggested the think about maybe it's another night,but it might set you on a good trajectory for your timeline.>> Can I say, thank you, David, for clarifying. I actually wanted to ask thesame. As I said, I like the idea of one time having just something separate uhnot um packed together and if anything fails then we have some room to breathe.And another one what I like is um that uhit'll uh if on second uh of March looks like we have time to and I really likeat least my preference would be that you will be um with us not someone else.It's not like I don't like someone else but you got familiar with us. you knowour preferences and all it it'll be nice to have the same person with us.>> So special meeting on the second then and you know announce the the finalistand then then from there which which dates do we pick for thefinal interviews? I>> March 6th is March 6th u I have I have a doctor's appointment but I can changethat. So so I'm open all of that week. I'm open all that week too. But again,my request would be to pick one day if we're going to like it'll be hard totake three days away from work. >> Yeah,>> I would prefer to not book something Thursday night if possible due to acouple of kid activities, but otherwise I'm open.>> So 3rd, fourth, fifth, 6th during the day you are open, right? Okay. How about>> is Friday the 6th open? Friday the 6th is open. What would bethe ideal day for and I'm looking at Amy because yourcommunications. What would be the ideal day for a meet and greet with ourcommunity. Do you think a Wednesday or a th I feellike a Wednesday or a Thursday is ideal in the middle of the week? No, in theevening or the afternoon. >> I think we typically try to Wednesdays.>> Okay. Okay. So then a Thursday would then>> I think Thursday is better. Okay. >> So fifth for the meet and greet and thensixth for the interviews. >> Yeah.>> Would that work? >> I think that makes sense>> then. >> So sorry the fifth would be the evening.>> Yeah. >> Okay. Sorry.>> That wouldn't be a board meeting though. That would be the community interactingwith the finalists. Board members do not need to fifth.>> Oh, gotcha. >> Yeah. So 6th is when when we will havethe final interview which is Friday. Okay.>> Any wiggle space in it on the 5th, >> right?>> You don't need to be here. It's fine. Right. We're saying and then the sixthwould be the day that we would do everything else.>> But just in case you wanted to see some of the those interactions. I thinksometimes that's >> I could I'm missing a band concert, ajazz band tomorrow to do training for MSBA. So I don't want to miss his lastone. So that's at like 7:30 p.m. So we'll work it out.So let me ask you but we don't have a >> technical question. Let's say fourmembers of the board want to also join the meet and greet. That would be aproblem right Amy? >> A quorum.>> Correct. So it would just need to be a posted meeting>> which and it would be posted because we want community>> join it. >> Right. But it would not be a a boardmeeting. That's what I'm saying. Yeah. But I don't that's not an issue likewhen we go to MSBA conference or that's >> long as you stay away from each otherand do not discuss schoolboard business that's not a problem.>> Thank you Amy. >> Yeah. [laughter] Yeah.>> She's good. >> So So fifth and sixth work.>> Yeah. So then so then have we So we'll meet on the second determine a time.>> Yep. >> I'm good. anytime after 4:30>> on >> the second Monday this March 2nd>> same year >> for a vote>> any anytime >> announcement of the finalist yeah>> uh for me preference would be the earliest is 5 uh 5:30 is the best butobviously I can adjust >> let's do 5:30 5:30 for me as well thankyou >> okay>> 5:30 thank you >> okay>> and 6th would be all Okay. >> When would the first board interviewstart? Um, I'll plan the day earlier with building tours and things likethat, but would you like your first interview to begin?>> Not in the morning. See how they look? >> I say not earlier than maybe two.>> That's too [laughter] early. If you start your interviews at 3:00,that gives time for the candidate in the morning who's here first to get theirtour done, gather their thoughts, maybe interview with the board at three. Thenthe next candidate can interview you at uh 4:30 and the last candidate couldinterview at 6 and your deliberations would start at 7:30 or 8. So that's ifyou have three >> even the tour we are not we are notrequired to be there right the board does not have to be there>> for which day >> on the 6th before the interviews yousaid there >> so what time you need to arrive thatwould be the start of the first interview 3:00 4:00>> can we push it up because I'm looking at the time if it's going to go till 9 atnight >> that's just end of the week and for>> working individuals that's too much and this is something very critical I justdon't want to >> rush into. So if we can push it up alittle bit that >> So if we did twohour blocks, Barb, couldyou start your first interview at 10:00 a.m.? The first tour starts at>> um >> We could do tours on the 5th around thecommunity. >> That Q&A on the 5th isn't going to takeeight hours, >> right? that actually.>> So we could do tours on the 5th and community Q&A on the 5th and you coulddo board interviews anytime on the 6th and that would be the only>> So I would recommend 10 o'clock. >> 10 o'clock. Yeah.>> Okay. >> Okay.>> So 10 to four or five>> possibly. It depends how long your deliberations need to go.>> I'm just going to assume we're going to be in that. We [laughter] will gettogether all day that day. >> Friday the second we will buy. Yes. >> [laughter]>> I will I will make all of these edits and send them to um Amy and Dave toreview as well as uh chair and vice chair just to make sure my notes match.But I'm going to read back what I got. This is what takes the longest and Iapologize it took this long, but there's a lot to to the timeline, right? But theedits I'm going to make will be the survey is now open December 15th tillJanuary 19th and we'll be doing focus groups in that window as well. uh theweek of December 15th is when we are doing the search previews. I will host ainformational Q&A session. I'll get that date selected. And again, that's not aboard meeting. In fact, I'd ask board members not to attend the Q&A. It's avirtual Q&A. Sometimes with positional authority, people are not going to askthe same questions anonymously depend on who else is on the call. So, boardmembers, please don't watch it live. I'll get you the link to watchafterwards. The opening will be posted December 15th to January 26th. The boardwill meet for interview training and to discuss the public input report anddecide membership of the subcommittee for round one on February 4th at 5:00p.m. >> January 26.>> January 26 deadline. 27th until February 9th, we'll look at them. January 28thuntil February 9th, you will look at them>> because on February 9th at 5:00 pm, you'll determine your semi- finalists asa full board and you will finalize the interview questions for round one as afull board. And I'll review some training. The names do not go publicthat night. So, you will have to maintain confidentiality even when youknow who the five or six might be. None of you can share that with anyone. Sothen on uh February 25th, 26th and 27th if needed, the roundone interviews will be committed um be conducted by a board subcommittee as aprivate round of first round interviews. February 25, 26, 27. March 2nd, there'llbe a special meeting at 5:30 p.m. for the board to determine the finalists.That is the night the names would go public.And then round two would be with the full board. I've blocked March five andsix. I'll put both of them on the calendar because candidates need to beavailable both March 5th and 6th. 5th for community Q&A and perhaps other tourum other activities including building tour. And then the 6th at 10:00 a.m. theboard would have their first interview and we'll go the rest of the day. March7th, if all goes well, you'll begin negotiating a contract. And perhapsdepending by March 9th, if you move quickly, you could have a contract toapprove or you could do it some other time in March. Does that match yournotes? >> Yep,>> it does. >> Congratulations and well done. That's alot. >> Microphone.>> Microphone. >> March 7th is the contract negotiations.Is that right? >> They would begin on March 7th. They willtake longer than that. Now, typically the board would work with executivedirector of HR and counsel. Maybe one or two representatives of the board will dothat. I don't know how you negotiate contracts with the superintendent, buttypically the entire board doesn't negotiate.So, it could be begin on the 7th. Perhaps you have a contract ready to gothat you've discussed in advance and you send to them to think about so they canlook at it. But, um, I'm assuming the board would want to jump on this prettyquickly after round two. >> Thanks. the board has to be available onthe 7th >> from what time to what time?>> I don't think so because you want to wait and see. Usually the seventh it'sjust your first I want say an offer but your first camp contract gets sent viaemail even to that candidate. >> Okay.>> You don't really necessarily need to meet face to face for a couple of daysor the next day or two but I don't know how it normally goes.>> Yeah, we would I don't think you need to hold time on the seventh. So typicallyhow we do the contract is we kind of work alongside as we're doing anevaluation process. We work alongside to make sure that HR and council has anopportunity to make sure that the contract is in place and it gets sent tothe superintendent just like we would be doing for an annual>> or a three-year contract. Um so we've we have a a good process down for that withthe superintendent. >> So the the winner gets it on the on the7th, right? the contract over is chosen>> potentially. It could also be on Monday the 9th. So the [clears throat]we have a regular board meeting scheduled for the 9th. That might be aquick turnaround. >> Um this might be another special meetingto to approve that hire. >> Um but uh if not, it would if if forsome reason we can get it in order by the 9th, great. Um, but we probablywouldn't meet the posting requirements of thatmeeting anyway, would we? The agenda requirements of the meetingon the >> 9th to so we'd probably need a specialmeeting anyway. >> That's fine.>> Mhm. [clears throat] >> We could I mean>> Barb, is there a reason why we'd start at this is maybe small details, but10:00 on that Friday and not like a eight or nine.completely up to the board. >> If we're utilizing the full day, I thinkto Paris's comment, so if we're utilizing the full day, I feel likestarted, we don't have to start super early, but getting started sooner thanlater allows you to to get the bulk of the the work done during a a typicalworkday and then if deliberations go along, so be it. But, um, a 2-hour gap,even if you start at 9:00, you could be done with interviews around 3, 3:30, 4.That's still a reasonable time if you're already giving up the day as long asthere weren't conflicts getting there and for a nine o'clock start or even an8:30 8:30. Yeah. >> Yeah. Just I mean superintendents areused to being here early. So [laughter] >> will that help the posting requirementsthough? I mean it that will still not work right now because if we finish by2:00 the 3-day posting period. I think Ithink the sooner you my feedback would be the sooner you get started on thatinterview day the better. 8:30 I wouldn't go wildly earlier than that but10 seems like we're just burning a couple hours for no reason.>> Right. But what I'm saying is will that be an advantage in terms of meeting thatposting requirement? >> It could help with your deliberationsnot going super late. So, as long as you're agreeable to that, Barb, I>> I still I still don't think you'd have between the 6th um 7th, 8th, 9th, andyou may not have a contract to approve because you don't know how yournegotiations are going to go. >> Okay.>> So, >> I think you're right about>> I just think it's about the inter the interview day. If we started at 8:30 or9, people would probably be just in my experience a little more fresh in thatlast interview than if we start later. >> Okay. Yeah. 9:00. Yeah. Okay. Now, we'vebeen zeroing in on that Friday, which is the 6th.>> But I'm also hearing about Friday, excuse me, not Friday, Thursday the 5th.>> Yep. >> Um, and that day would be for>> uh tours of the buildings while students are in the buildings, which is a reallynice touch. And potentially a community Q&A or m meet and greet, just minglingwith people. Have a a a place people could go to meet candidates. You couldhave the candidates in separate rooms and people could drift between the threerooms and just get to know all three of them.>> Very informal. >> Yeah.>> Board members would not be on the tours, but we could attend the meet and greet.>> That helps a lot. Okay. Thank you. >> So, did you decide what time to startthe interviews on March 6th? >> 9 o'clock.>> 9 o'clock. >> 8:30. 9.>> I'm vote. 8:30. [laughter]>> Everybody's off in school already and you have like the day has started.>> 8:30 is fine. I'm good. >> 8:30. Okay.All right. I will make that edit as well.>> Uh, we were just looking at the date. Going back to the community survey, didyou say 26th or 19th? I think we said we'll open it 19th, right?>> I wrote the 19th. >> Okay. All right.>> Yes. Thank you. Midnight on the 19th. >> That's a Monday holiday, right? Okay.>> President's Day, right? >> Yep.>> Martin Luther. Martin Luther. Thank you.>> That gives us from the from the 20th of January to I want to get the report toyou by the end of January if I can. So you have four days to review it beforethat meeting. So that gives us um 10 days to get the report finalized and toyou at least 4 days before the meeting. So you have time to review it. Um Idon't want to wait and let you see it for the first time on the fourth becauseit's going to be big. Okay, great. Thank you. That is the most difficult part ofthe planning meeting. It does take time. So congratulations and thank you. So,we're going to move on to the agenda. The next item to talk about is thevacancy brochure. Thank you, Alicia, very much.>> Thank you, Alicia. >> So, in looking at the vacancy brochure,I want to thank uh the communications team. Um they got us a lot of wonderfulinformation to put in this vacancy brochure. Uh this document is notintended to talk anyone into applying. It is meant to peique their interest. Uhcandidates will look much deeper. They'll look at the uh district websiteafter they see this brochure. They will look at MDE reports. they will talk tocolleagues. So, this is a proposed vacancy brochure, the points of pride.Uh, we've run all of this by Amy. She's looked at it from a branding perspectivewith colors and fonts and such and believes I think we're okay with all ofthat. I would have obviously include the search timeline as appropriatethroughout this. Um, so is there anything on the front page when youreviewed this that you feel were missing that you want us to talk about in thevacancy brochure? Yeah. So I had a question on that and again looking foryour expertise Dave your expertise. So it's a fact sheet basically availableeverywhere right. Um but when we look at for example uh the levy process that weare going through right the the two new school buildings assuming the levy getsapproved. So those are some of the I'll call it you know upcoming tasks that thenew superintendent will have to lead. So shouldn't we be talking about any ofthose in here somewhere either in this or some if it is going to get addressedsomewhere else that's fine but this is kind of like pretty much a fact sheetthat they can pull up anywhere on internet but if we were to talk aboutsmaller class sizes and make sure we have you know experience for each andevery student and some of those sort of you know wisetta values and I'm notsaying challenges but upcoming big boulders that may help or that may givethem realistic view into what they are signing up for.>> Yes, this is the board's brochure. So, if you feel something like that would beadvantageous. Um, much of that comes up in conversation with applicants whenthey're talking about the opportunity. They might say, "What are the prioritiesof the board? What might my first week, month, year look like?" And I will knowsome of that from having conversations with all of you. So it typically comesup in conversation but if you want to share it uh we just need to remove someof these other things to make room for something like that. But>> yeah and obviously we'll look for your expertise if that's appropriate. Againmost of the candidates will know about levy and you know other things. So if itis not that impactful if that's not going to either attract orsort of you know um put candidates away that's fine. I mean, I'm just lookingfor inputs and guidance. What What do you recommend?>> I think that's a great idea. Um although I think the reputation of Weisetta isstrong enough that people are probably already following your district and areprobably aware of what will lie ahead in their first year. Uh many of them arewatching your board meetings already. >> So, I don't think it would be a surpriseand I don't know if it would be an asset, but it wouldn't be a disadvantageeither. >> Okay.>> Just a couple quick Oh, sorry. Go ahead, Heidi.>> Let me offer something. So, um I would say that our values and our mission andour they can find all of that on our website, right, in much more detail thanwe would ever be able to put on this sheet. This is just a call to action,right? Like, hey, come apply. Um, I would also caution us to not puttoo many priorities in the posting itself because the reality is whenwhoever it is comes in, we should be working together with them>> to reconfigure anything if we need to reconfigure it. And I want it to beclear that they would be coming in as the leader and so we would be looking tothem as as our educational expert to do those things.>> Yeah. And that's fine. Like I said, I'm not strongly recommending one way oranother, but um totally fine and I totally agree. It will come up inconversations and subsequent discussions questions. So yeah, not>> so much information that's available online.I appreciate that question par because I had a similar thought that you know evenin the the surveys um that we're sending out to the community there's like anoption at the end that's like you know what are what do you see as potentialchallenges you know in the future which as a board we haven't in our survey Ididn't ask that um and I've heard a lot you know we is an amazing district andwe have a lot of strengths um obviously no district is perfect um And I I wouldhope that anybody, you know, wanting to wanting to join our team here wouldunderstand that even Weisetta has some things to work on. Um, and I'm sure theydo. So, I guess I I appreciate your feedback saying, you know, like thatthis kind of stuff will come up in conversation. Um, and if if you don'tthink that it's something we need to put as part of the, you know, of the umannouncement, then I yeah, I don't think we should. But I do I hope there's anopportunity to just say like here's some things that, you know, some things thatmight come up in the future. Like I don't it's not going to be a cakewalk.We are an amazing district, but like we have we have stuff that's going to need>> I I totally agree. Yep, I agree with that. And I, you know, whether it comesnow or whether it comes during the interview, it's going to come up at somepoint either from us or from the community.>> I was going to say the interview is a great time for you to ask questionsabout those things and see how they respond to that. If they've done theirhomework, they'll already know what those issues may be and they can be areally great interview discussion whether round one where you can probedeeper longer with maybe a two-hour interview or round two. So, I thinkthere's an opportunity to do that. I don't know if it's necessary in yourvacancy announcement. >> So that was not something you coulddetermine that we could put in the profile fromour survey like something that you know the coupleof things that Paris brought up. I I don't remember the questions that wereasked or the points that you know priorities.>> That's actually a nice segue. So far if the first page looks okay with thetimeline updated and we'll confirm the numbers. The second page obviously comesstraight from the district uh strategic roadmap. Third page, the leadershipprofile. This is where I do want to get additional input. So um I will make noteof one thing, the district financials. We do have some updated numbers. So I'llbe making those edits, working with Dave on those. So those will be updated. Theprofile on the left, those eight bullet point, seven bullet points and theparagraph came as a result of the next page highlighted in yellow and green.These are the seven board members responses and you can see everything ummore than a more than a majority uh was in green and then a strong three peoplethought this way as well in yellow and then that the previous experience isimportant. You were a 4-3 split. So pretty close on that. So thisinformation from this survey is how we crafted theleadership profile. So, I'd look for you to tell me if thatleadership profile doesn't feel right because this is the yard stick peopleare going to use to decide whether or not to apply for this job. Does thissound like me? All of these things that Weisetta is seeking in their nextleader. And so, this is a starting point. If you want to change thelanguage, it's your leadership profile. So, please feel free. Barb um and maybe I'm stating theobvious but um in terms of collaborating with teachersor students that aspect at least I didn't notice and again likeI said it may be stating the obvious um but yes there is clearpartnership with community and you know communication all those aspects arecovered. Uh but shouldn't are you considering that sort of teachersstudents part of it or should we be calling out teachers explicitly >> there I think you could do whateverfeels best to you. We do have room. I think um the second bullet about uhbuilding trust, collaborative relationships with diverse communities.We could specifically say staff, students, families and community. Wecould also uh place it in the fifth bullet point about equity expertiseopportunities so every staff and student thrives. You could do families in thereas well. You could include it. We have room. Again, there's not a lot of whitespace, but we have room to add it to either of those uh bullet points.Um I'd say those are the two where staffand students or families feel like they fit better than some of the other bulletpoints. But if you want to include it, absolutely. We'll find a way to to weavethat in. >> Yeah. Because the achievement throughevidence, right? I mean, that's where my head goes. Obviously, we have PLC's andteachers are part of sort of, you know, giving that bottoms up information, ifyou will. So again, at least to me, I feel we should add teachers, you know,>> I agree and I I would say the second bullet is where it probably should go.>> Yeah. Second and third. >> Yeah.>> So how would you like me to word that? So instead of saying with diversecommunities, should we say with >> staff or do you want me to use the wordteachers, students and families and community? What do you want me toinclude? >> So when we say staff, does that includeteachers? include teachers. Okay. >> My estimation, but>> we do. >> Okay.>> Okay. >> All right.>> So, diverse communities, staff and teachers.>> Okay. Diverse communities. >> We don't I don't think we separate outteachers from staff. >> No. Okay. Then just staff. Yeah.>> Um can I add a note? >> It is really important in our districtthat we have strong community partnerships and we spend a lot of timeand energy in developing those partnerships. Um, we have an incrediblecommunity ed department. Um, partners for healthy kids. All of those kinds ofthings I think are really important. And so I don't um it's it's the students andfamilies and staff. And that also to me feels like it's more at the buildinglevel when we're thinking about like taking it up a level um and thinkingabout our actual superintendent role. I feel like community partnerships is anincredibly important piece um that I'd like to maintain for our communitybecause we do have a lot of families that rely on those communityrelationships for the success of their families. >> Where would you see that fitting?>> I think it's a durable trust under the second bullet point.>> Yeah. >> So, community partnerships is the wordyou think needs to be in there. Community partnership. Okay.And I wonder if the students and staff actually go through into the achievementpiece. >> Yeah. >> Could you do an and so buildscollaborative relationships and partnerships with diverse communities?>> Absolutely. >> Okay. >> So, how does the final how does itsound? Uh, durable trust colon builds collaborative relationships andpartnerships with diverse communities, staff and students, listening deeply andcommunicating clearly. >> Does that feel right?>> Okay. >> Thank you. There's one piece that I feltwas lacking. So, in our strategic directions, one of our focus areas isand one of our priorities is to ensure the efficient and effective use ofdistrict resources. We are the district that has recently come out of costcontainment and we work very hard to make that happen. Um, and I feel likefiscal responsibility is one of our hallmarks.Um, and I know that it only garnered two responsesuh in the survey, but I just wanted to bring it to the attention of the boardthat it is not included in our leadership profile.>> It's hard to include everything. I think can we add another bullet ifthere is >> well I'm so looking at the bullet pointsif we need more room because I think that's a good point um the highperforming team development and accountable delegation>> would we be able to combine those into one bullet point because it's reallyabout the the team>> right >> that the future superintendent wouldbuild And I mean accountability and developing ateam are separate things, but maybe we could just put them in the samebullet point. >> I could certainly find a way to blendthe last two bullet points into one and then you have room for one more bulletpoint to talk about resource allocation. I think so. How does that sound?>> Responsible. Yeah. Yeah. >> Sound good? Okay. I will find a way tocombine the last two and then is there anyone who wants tosend me some language around resource allocation that yeah feels right. I canhelp with that. Could you Okay, >> I'm just going to put resourceallocation dot dot dot. Okay. So, if you could>> maybe by tomorrow night would you be able to send me something?>> Yep. So with those changes with the secondbullet point including and partnerships and we've added staff and students andthen with combine those last two together and um the vice chair will sendsome language around resource allocation and again you will all see this beforeit goes public on Monday. I'll have all of this to you probably on Friday togive a final look over >> blind copied right?>> Yes. BCCd everybody be CCD so you can always reply just to me. Okay. always agood um preventative measure to prevent those serial meetings. So that is thevacancy brochure which would go everywhere everywhere on Monday the15th. It would go regionally, locally, nationally. It goes on MSBA, MASA, EDPpost, it goes all over the country through Revelis, um all of thosediversity sites we talked about in the interview. And I think word of mouthwill be the most powerful thing for you. We'll advertise it like crazy. We'lltalk to people, our networks. Um but I think that this is a really greatbrochure. I feel good about it. I hope you do as well. So, any other changesbefore we move on? I do need to talk about salary for a moment.>> I just wanted to clarify uh to be honest about financial responsibility. I wasthinking it's automatically supposed to come. I mean if you uh being financiallyresponsible it's like must have uh for me it's more important that uh we haverigorous goals because we need to change uh to be honest if we look out at ourresults our results yes they are the best but they are not as best as theyused to be. So for me it's more important that we have goals and guardrails and that is the that is where things need to be changed. We need tomake sure that we uh changing uh data as it used I meanthe results of students um how they used to be. That that's a good point and Ihad a similar thought with the you know trust um aspect like that's kind of whatyou would expect expect every candidate to have. However,putting the finances on it as a bullet point I think kind of indicates that ourdistrict has had financial issues and that we had cost containment. It's moreof um that you have to candidates will have to be aware that like finances area constraint in our district. That's what I see it as. I I understand yourpoint and like any superintendent candidate you would expect to have acertain baseline of abilities and that is one of them. But I don't know just toput it as a bullet point to me seems likeyou should be aware that finances are you know yes why is a great district butwe have financial issues as well. >> Yeah and I think there's fiscalresponsibility like Heidi said right would come in right>> and I think the fiscal responsibility um the reason I agree Heidi with you isagain looking at the levy. So if you talk to community members now that weare going through the levy process, it is going to get highlighted more thanever. So yes, it is expected and you know it's kind of table stakes. Tablestakes are much higher given our levy process. So I think it it makes sense toadd >> I don't Valentina I agree with you thatwe want rigorous goals 100%. I don't think we're removing that. I just I'mjust hoping that since I will say that we will not lose that one. Absolutelynot. >> I have a recommendation on that. I washolding off on that until we get to get to the salary and benefit. So, I'll getto that. But yeah, I had it on my list to four goals, but let's talk about itwhen we get to salary and benefits. One one reason sometimes with a districtyour size not to list um fiscal responsibility in the leadership profileis because you have a team of people that your superintendent overseas. Thesuperintendent themsself does not have to know every piece of school educationfinance. >> And sometimes if you call it out in a aprofile, someone might say, "I'm good at finance, but I'm not the best." and theydon't think about the fact that they're leading the leaders. The leaders whoalready understand school finance are in your district. So, it is still apriority without question. And yet, if you list it, you're going to have somecandidates not apply because they're not that comfortable with Minnesota'seducational finance system. >> I think>> they could still be very successful superintendent if you>> Peterson is an amazing [laughter] >> I'm going to disagree. I'm gonna saythis is an incredibly important piece for Wisetta.>> Resource allocation. Yes, without question. Yeah, correct. But the ins andouts specific depends how you work. >> And I think we are using the wordaccountability not responsibility. So again using resources appropriately,financial accountability because yes >> I mean that's where the buck stops atCEO. So >> it's not I mean we're not expectingsuperintendent to know every ins and out.>> Exactly. That's what you care about. Yeah. Correct.>> That's like a football coach, right? The football coach doesn't have to even be avery good player, right? They have to be a good motivator, good manager.>> Sure. >> A good leader, right? And they have tobe able to manage that team. So that's what we look for in a superintendent.>> I like >> Dave Lutz is an expert in HR. AmyParnell is an expert in communications. We have Dana Miller in teaching andlearning. We have finance. They are all experts in their own field. Now, ChaseAnderson just makes sure that they all work together, right?>> Yeah. >> But I would like also not to lose thatuh district as a district, we are I mean schools are for education. 100% that um>> uh yes we are going to have we will be will have referendum and all but at thesame time as I guess what uh I would hear from community uh I will be willingto pay but I would like to know for what results>> uh results are important too I mean then we need to hold accountable that thereare going to be better results >> I agree with and I don't I I don't seethat bullet point getting to I mean we still want the rigorous goals, theguardrails and the transparent progress monitoring 100%.>> Yeah. >> And all those details can actually likeI said earlier can always be brought up during the interview, right?>> Okay. >> They can't say well it was not in yourin my profile. So >> just want to lose that one.>> Fair. Thank you. >> Okay. Thank you. So then moving on tothe vacancy brochure where it says salary and benefits. You do need post asalary range. That's a new law that went into effect in January of 2025. Youcould make this um super simple, post the range and say and an excellentbenefits package or you can mention some things about your benefits that might beunique. It's completely up to you as long as it includes a range. And you maylean on um Dave for this. But then the next page in here also does show you thecomparative salary and benefits for other districts similar to Weisetta. Uhthis is something which I think during negotiations is always helpful to knowand we do have copies of these contracts. But just in terms of thatbase salary, is the board able to give me two numbers tonight? The floor andthe ceiling of your range that will go in this vacancy brochure. >> Mr. Loots, do you have a suggestion?>> Yeah. So I think the uh table 25 26 contracts is the piece that I would lookat. So looking at some of our comparable districts that that um uh data has beenpulled for. I would say if you look at Weisetta um we are low compared to ourour peer districts. Um, and so, um, you know, I would I would definitely aim,uh, well, I don't know that that you always have to be at the top. Ithink we should stay near the top uh, for this position. Again, to becompetitive, we don't know who's going to apply and what salary they're comingto us with. It'd be a challenge to find your top candidate um, would have totake a pay cut to come to Wisetta. That's something we don't want to uh bea reality here. So, um you know, when I look at the numbers, I think, you know,what would the the floor be? I don't think your your yourfloor should be less than than the 280 range. Uh probably mid 280s. Um up intothe 290s would be the probably the the top part of that range. So that's what Isee when I look at the numbers, but definitely open to board feedback. Um,but I I think I was pretty clear that I feel like we need a pretty significantsalary enhancement um based on this position [clears throat] becoming openand wanting to remain competitive for individuals that might come to us from,you know, other positions, other districts, etc., and expect acompetitive salary. That will be an expectation. All of these numbers arepublicly available, right? So candidates will do their research. So it's worthdoing ours and making sure we already know we're going to be have acompetitive offer. >> What are your thoughts, Dave, on thebonus that you know performance incentive that minute? That's what Isay. Yeah. So what are your thoughts on that?>> That would be nice to have uh that uh yes, you get maybe but if you the goalsare being met, right, >> and you get it. So Dave, um yes, um I[clears throat] agree with your range. Uh 280 285 was my kind of lower numberas well. Uh but I wanted to talk about the performance bonus and that's whereit gets tied back to the goal. Um so again looking at neighboring schooldistricts just in general statewise you know average280k plus 10% bonus is competitive uh but again wanted to get your inputs onthe performance bonus um as much as possible again I would recommend 10 15%performance bonus because that we can tie back to goals and that's whereValentina my head is >> then now you have very clearly goalsarticulated quantifiable measurable and then that performance component is basedoff of those goals but I agree with the base of 280k that'sthat's what I had noted down as well 280 to 285k>> I would like to hear opinion of other board members about numbers but I reallylike and I wanted to point it out too that I like that couple districts aregiven more but if um goals are being met then uh then you have something to uh towork towards too. >> Well thank you Valentina for that Iappreciate the the suggestion. Um you know I was thinking to 285,000 295,000something in that range per the new statutory requirement. Um, I did want toask just uh in looking toward the past if Weisetta has had u performanceincentives on salary before with uh current or previous superintendents, hasthat been in place? >> Sorry, as a question one more time, Dan,>> um, has there been a time, you know, with the current superintendent,previous superintendent where there were performance incentives added to thebase? >> I would have to research that. I'm notaware. So, I I don't believe so. I mean, it it's been 18 years. I'd have to lookback through um all the previous contracts, but um I don't believe thatthere was a a performance bonus um in that time.>> Dr. Anderson has never had one. I have all of his contracts.>> Excellent. I mean, and I guess I I would want to keep in mind just I mean, it isa fairly, you know, sizable change to make um going to a district that, youknow, pays its top employee, you know, some kind of um margin on top of theircurrent base. So, >> yeah,>> just kind of um externalities that might >> The other thing to consider too, notthat your superintendent's um contract has to dictate other contracts, um butbut that might also, you know, if you make that decision, you could also havethat be, you know, something that's >> um you know, a conversation starter inother negotiations and whatnot and for teachers. Yep.>> Um and I don't know, I don't think we can afford that. I'm going to be clearon that. I also think if we were to do this, I think we need to do an extensiveamount of research on whether it's best practice and I would want to benchmarkwith other um service type um um um careers because I know at least inhealthcare it's been seen as a very negative thing and it does not put thefocus in the right place um when you're looking at example for for patient umoutcomes. So, I I'm going to caution on this one. I'm not opposed to it, but Ithink we need to do an extensive amount of research before we delve into that. >> Um, when>> it comes to the base and the >> Oh, okay.>> base and the cap. I'm aligned with with your numbers, Dave.>> So, help me understand the 285 is the cap or>> base. >> That's the base. So, what's the cap?Oh, so 29 285 >> that's what the board decides. Um I saidlook 285 to 295. >> Yep. So looking at those numbers umagain our our our future candidate will will research that. I believe thestatutory requirement is to post is to post the range. Um but I don't believethe statutory requirement is that you would have how you reach those those uhdollar amounts. So if you did a range of 285 to 295, it could be that to get from285 to 295 is an incentive, you know, that that um that you decide on, right?Um it could also be it's tied to some level of experience or prior salaryduring the negotiations proc or prior um yeah, previous uh experience during thenegotiations process. But I don't believe there's a requirement to statethat part of the salary is driven by performance bonuses. Is it Barb? I'dhave to look. I don't believe so. >> No, I don't believe so. It is specificto salary range though, not compensation package.>> So whatever your total compensation package is, the base salary is a part ofthat. And then on top of it, you might get if if your range is 285 to 295 andthen you put benefits on top, your compensation package is well over three.>> Does that make sense? It's been a it's been a while since I worked in corporateAmerica. Is Paris you you go through all that is 285 295 kind of a narrow range.>> I think it is right. >> Yeah. I mean it is but I was looking atso the notes I made again 275 to 295 that was the range. Again not a hugerange but >> that is what I was>> I think it is a little narrow. Maybe we could make it a little broad.>> I don't think it's narrow at all. I think in my experience that that that'sa pretty reasonable range and it depends on the fair market value of the person.>> Yeah. >> Uh of the of the role and so I don't Idon't see that we can just I I would say that's a fair market value assessment ofthe role. >> Yeah. I'd also share these are again 2526 numbers. >> So we'll be looking at a contract for2626. >> It basically does not because of thenarrow range it does not leave a lot of room for negotiation for us. Right? Weare almost saying okay your salary is going to be 290285 295 it's going to be 290. If you had 265 to 295 or 275 to 295 there is>> it's been a challenging change because so much is open to negotiation and so Idon't know that there are consequences for negotiating outside of the basesalary range that you advertise because there is so much involved. sometimes isa base salary and then there's cash in lie of something which does change thebase salary range. So I don't know that the range you post is mainly to attractthe kind of candidates you want to attract. They're going to know that therange even has some room because it's such a complex negotiating tool. Right?So it's >> and I will I'm not arguing that thethere should not be a range. I'm not saying that. I'm just saying that therange seems to be too narrow. >> 10,000 is too narrow in your opinion andyou feel it's okay? >> I feel it's okay based on fair marketvalue, but I also am thinking about our the contract that we currently have andmy assumption is that it's going to be very similarly structured and there area lot of other pieces in the contract that that need to be considered as partof the total package. >> Yeah.>> Not just the salary. So Barb given that uh there are otherschool districts who are posting um again irrespective of what their cap andbase is um what is the typical range is it 25,000 50,000 doesn't matter>> generally speaking we're seeing districts post anywhere fromprobably 10 to 20 or 25,000 range we had a district want to put a 50,000 rangeand obviously that was just not okay [laughter] that was too big I it'sentirely up to the If there's a majority who feels 10,000 is okay, we'll go withthat. >> One more piece of data I wanted to giveto you um is again I said these are 2526 contracts. So if you apply let's saythere's a a $281,000 contract and you imply a a 3% increaseto that. That's now a $289,000 contract in 2627.Right? So, when we're posting our range, which I'm assuming is for the 26 27school year, um, [clears throat] you know, looking at these numbers, a285 floor or whatever it might be to go upto 299 might be a a more reasonable range if itaccounts for that. You know, the the percent increase on peer districts inthe next negotiation cycle. I am okay with the $10,000 range. I'mnot going to be stuck on that. But what about the performance bonus? I think I'mI'm pretty pretty firm on having that performance bonus in there.>> I have a question about the performance bonus though, if that is somethingpeople are interested in. um that would need to be negotiated with whatevercandidate we want presumably because I mean we haven't as a board talked abouthow we would measure that performance or anything. So to me, I don't even if wethrow that out there. How does that It seems like there's there's like nothought put into it at at all. It's just there and we have no details.>> How do we know Minnotonka has not put put any thought in there or Mounds Viewhas not put that has not? >> I know because we have never done it.>> But I think that will push us to do that.>> Yes. that will make us correct. >> We would then do it during negotiations.>> Yeah, we we do superintendent evaluation, right? We I think we made anattempt to quantify it, right? >> This is just here's the salary with thepossibility of during our next contract negotiations of a performance bonusthat to be discussed later, but not with our initial offer. I'm very confused.>> Yeah. So, that's a good point. So how does that work or either you or Dave? Sowhen we talk about let's say 10% performance bonus at what point in timewe have to call those criterias for performance>> as early as possible so that clarification of expectations is doneupfront. So in terms of the contract there are some interesting things beingcreated these days around performance incentives also around longevityincentives since you're limited to a three-year contract. Sometimes districtsare building in longevity um increases and opportunities for bonuses if youstay 10 years or more. That's that's in process. I do think it's a very bigdecision. I would hesitate to put it in your vacancy brochure because you arethen promising candidates that they're going to get the possibility and I don'tknow that you know that yet. I think it's a great idea and it sounds likethere's a lot of interest in it. There is a lot to bediscussed and by putting it in the brochure you are advertising somethingwhich this board hasn't had a lot of time to talk about. It is something Iwill share with people when I'm talking to candidates I'll make sure that myfive service providers know they are open to a performance incentive and sowhen people ask us about the contract they know that that's a possibility.>> I don't know if it's good to put it in >> this early in your process. How do we>> because it's a big step. >> Yeah. How do we attract them then? Howdo we attract the candidates if not up front? You know, when do we tell them,"Yeah, by the way, there is a 10% or a 15% bonus.">> It has to be it has to be negotiated up front, right?>> Correct. I would say that when you're in contract negotiations after March 7thwith your finalist that you really want >> that maybe that's in the first contractthat you share with them and you've had a chance as a board to talk through whatthat might look like and so it could be in that contract for the first year. Theone thing I know candidates sometimes um that first year is like drinking from afire hose and having expectations the first year tied particularly to testscores or student achievement is a heavy lift for a brand new superintendent. Youdon't want to set them up with expectations and they fail. That'sreally discouraging to have some sort of incentive bonus that they just don'tthey don't stand a chance of getting that first year because so much else ishappening. So, I'd be really careful that it if it's in that first year'scontract tied to something very specific and it could be anything, but you needto be careful that it's something within their control because if it's tied tosomething outside of their control in that first year, it can be reallydiscouraging as a new leader to not get your bonus. Does that make sense?>> Yeah. Um, so the there are two things. Number one, I you know, we can alwaysnegotiate contracts the way we want. we can always say or maybe later on put youknow say from the second year onwards you will have this performance bonuseven if we do that upfront it's not a negative right if they they they theywill say you know at least I'm getting $295,000 and if I do well I might getanother 105 20,000 more >> right so I don't know what the what thenegative is in putting that performance bonus up front>> the one thing I saw happen in a district once that it was it was um in greaterMinnesota They wanted the superintendent to move to the community. And as you'lllearn in interview training, you cannot require residency. That's not somethingyou can require. So, they decided to put in the contract a $10,000 bonus if theydecided if they agreed to relocate within the bounds of the district. Thatsounds like a really good idea, right? Until people in this community startedsaying, "You have to pay them to want to move here." And it backfired becausepeople got upset that they have to pay someone to want to be a member of theircommunity. So that's just the other side of thingsthat if you have to pay someone extra to raise student test scores, it's aconsideration you always don't think about. And sometimes people react,community members react badly to incentives or even longevity incentives.Of course, they should want to stay here 10 years. Why should we have to pay themmore to stay? This is a phenomenal opportunity. So there's always so manyripples from every decision you make that I would just I would suggest youtake it slow with the vacancy brochure and offer a fair range and they're goingto know they they they know what the opportunities here are in Weisetta andthey're going to look I always tell folks they're looking for generallysalary location and reputation that's that's what they're looking for and theperformance incentive is a good thing and it might fit and after you'vestudied it and made your decision as a board, you may choose to offer it. I'mconcerned about offering it right now when you haven't done that lengthy of aconversation about it. This is brand new, right? This is an idea. It's brandnew. >> Yeah.>> Dr. Anderson's contract. So, it's a little worrisome that it's such a bigshift >> um this early in the process. You verywell may put it in that first contract. You might>> So, we don't put the performance bonus, let's say, at this time. we go with ourstandard range which obviously going to be lower than the total including youknow whatever the performance bonus >> um if somebody gets sort of you knowthey don't like what they see will they come to you and will they talk about heyI was expecting making it up number 305 >> yes>> will they come and have that conversation with you and will we knowthat upfront that good candidates are not interested because they don't thinkthe the range is reasonable. >> Personally, with the reputation ofVisetta Public Schools, I don't think an incentive bonus is going to be a reasonsomeone does or does not apply for this job.>> Okay. >> I I think it's not a deal breaker eitherway. >> Okay.>> So, I I hesitate to add something into the brochure that would cause somequestions. Then they might say, "Well, what are they going to give me theincentive around? What's it going to be tied to? And in my first year, are theyexpecting me to raise test scores?" It would cause potentially some questionsthat we don't have answers to yet. Okay. >> So I think what I'm gathering is againhaving performance bonus is a good thing. Having goals you know tied tothat is a good thing. Given where we are in the cycle and how soon we need topublish it. It's not a viable timeline this time. That's one. Second that mayactually put advantage or disadvantages to candidates becausethey're coming in new. they don't know sort of you know how things are and it'salways first year is learning even for them and then the third is again howcommunity takes it in terms of incentives again is that what I'mhearing so it sounds like we probably should go with the range at this pointin time and not put any performance bonus>> I'll I'll also add one more thing Barb is you know when I I was on thesuperintendent evaluation committee this year I have been involved in evaluationlast year and the year before that it becomes hard for the committee and theboard members I think to hold somebody accountable right thatis at the heart of this performance bonus if you just throwing out a ascenario if you do not reduce the achievement gap by 2% or 3% then youwill not get this performance bonus if you are able to reduce that then youwill get this bonus So it's not like we are we are sayingokay if you are if you don't achieve this you are fired. We are just sayingthis is an additional incentive for you to work towards it. You know there mightbe your opinion from the community that they're supposed to do it anyway but ifthey don't what do we do but I think um and again I'm justparaphrasing the conversation. I don't think anyone is opposing. I think whatwe are saying is doing that in the first year is you know the timing thatabsolutely >> so I agree with you. I think whateverthe year two year three whenever we renew the contract or if it's a rollingcontract I think it's definitely worth looking at it but from getgo at leastfor year one I think what I'm sensing is the recommendation is go with the flatrange and not over complicate things. >> Yeah>> I think you should keep it simple at this point because this is such a hugetopic. >> Okay. Can can I clarify also uh onething to say just uh with some district numbers for example like um pension uhcontribution in our case it's just 6% I've been I did rough uh math it's aboutover 15,000 am I right if we'll uh take my point isuh can we my understanding six days if um person doesn't take uh um do alldistrict can cash out do and if it let's say that you're not sick20 days, how much it be? >> So that would be how we structure thecontract, right? And those would be benefits pieces that that wouldn'tnecessarily be articulated in the base salary range, but yeah, you could thatcan come a part of whenever you're digging into contract negotiations.So my I'm curious, do other districts also pay for sig days if you do not useit? How how does it work? If we compare >> Yeah, there's probably a variety. We'dhave to look again. I think part of this is establishing part of tonight isestablishing what like your sticker range is going to be, right? and notnecessarily getting into all of the details of of each of the differentbenefits, contractual benefit pieces because they could be very unique. Um,and so just looking at, you know, there there are different benefits in each oneof these contracts. And so we we we will have to navigate those as we go throughcontract negotiations. Um but yeah, I mean we could research that for sure andwill in advance of contract negotiations every single superintendent uh you knowcontract of our comparable districts to make sure we're prepared for hey this isan option this is you know this isn't etc. Uh one more thing if you can helpme to understand for example I can see that Anoka Henipin has 281 I mean 282rough um but it's huge district to be superintendent of um obviously and uh myunderstanding quite diverse versus uh one at least I heard from principles inthe past we are lucky that parents are so involveduh with uh educ in education that students also perform. My point isare we um what I was trying to saywhy I was asking like more numbers when you are saying four free contribution 6%match it is not it's not written into like numbers if you do numbers it it isabout uh over 15,000 >> 15,000 ystill too >> so>> one thing to be superintendent of Anoka Henipin another thing to besuperintendent of Wisada I mean am I wrong to>> um so again I kind of when I'm when I'm doing fair market analysis I want to becompetitive I don't necessarily have to be at the top of that range is what I'vekind of thought about historically in this district um and soyou know you might that's this is the board's decision decision to choose usethat range. You know, I just throw out a couple numbers. You know, you could goif you like the $10,000 gap, you know, 280 to 290 if you feltlike you needed to be at 285 to 295. I think tonight is is really looking atthat simple uh base salary and then as we get closer to contract negotiationsuh digging in the com into some of those, you know, different pieces of ofcurrent contracts because again, whoever our future superintendent is, they'regoing to do their own research on some of those contracts. But I don't thinkall of those decisions have to be made tonight. Um, and I think looking at abase salary adjustment, um, knowing that we have lagged behind. Now, the boardmight choose to go below that for sure. This is your decision,>> [snorts] >> um, on that range. Um, I'm just lookingat some of our comparable districts already being in the 280 range, um,etc. um that [clears throat]could create some, you know, just some a different expectation for what acandidate had coming into Weisetta, right? And so we want to make sure thatwe're staying competitive. We don't have to be number one paid for sure, but Ithink remaining competitive is important. Uh but didn't you tell thatit can create ripple effect when uh other uh um when there is going to becontract negotiations then other would like to be have more and more and myunderstanding also if help me understand from January we're going to have this uhlaw coming uh which we already feeling for example a charter school FM umfamily leave and some can so it's going to be quite uh expense to for adistrict. That's what I'm trying to >> Yeah. So again, uh I always encourageour individuals when I'm meeting with groups to compare themselves to othercomparable districts similar positions, right? And so the superintendent job isa huge job. Um it's it's our our biggest position in the district, right? And soI I I would hope that um everybody in the district would be invested in makingsure that we have a competitive offer for our future superintendent, right? Umso again, it should be shouldn't be unreasonable. Um but it it should becompetitive. And so what I said about the the other piece was just thestructuring of the contract. We haven't had a superintendent's contract that'sbeen structured with an incentive bonus in the past.um we don't have that necessarily in our other contracts. So it could besomething it might not be bad if if that if that's a desirable thing. Um you knowit could be a conversation in in other groups but that doesn't necessarilyneed to change the range. It might just be how the contract is structured. Uhbut what I was trying to clarify if we um change the range I mean obviouslythere is a quite jump right now at least what the numbers what I heard does itgoing to um create ripple effect that others would like obviously also theirsalaries to be negotiated on a higher range and as I said uh since we're goingto have more finance uh uh district has uh will have to pay uhhave more money after 1st of January for uh what comes into effect um to districtwill we have enough money for everything?>> Are you asking within Weisetta other groups within Weisetta? Okay.>> Yeah. So that's all information that the board would need to weigh when you setyour range. Right. So um my feedback to you is is um you're going to you'regoing to make that decision on the salary range. Um, I hope that thedecision puts us in a competitive spot um for incoming superintendent. Um, andand um, you know, the what the market is kind of demanding for these positions iswhat the market's demanding, right? And so looking at that salary analysis iswhy why that data is put in front of you.>> Keep in mind that the definition down below of salary range is your good faithestimate. under statute D, it says um theemployer's good faith estimate for a job opportunity. So>> again, you're not locked into it if circumstances change or someonenegotiates one way or the other. So I I do need the range though before we canaddress tonight. >> Real real quick, one more comment. Idon't think uh an increase for a salary range for a new candidate has to be likein the two or three or 4% range that we have when we negotiate with differentbargaining units. This is a 14% increase that we are asking for if we go with295. That's a 14% increase and that's not unheard of when people go from onecompany to another company or get a you know promotion within the same companyfrom one level to another level. So, it might not be for this person though.Remember, if they're coming from a district, that might be a>> No, I'm paying right now. >> Yeah, for sure. I mean, the other optionis to widen your range a little bit if you're uncomfortable with that $10,000range. You know, the current base salary is 258. You could say the range is 270to 290 and that might cover some more ground for you and leave you a littlebit more room. I don't think it's to the $50,000 range that Barb talked aboutearlier, but 20s, Barb, you've seen 20s before.>> So like a 270 to a 290 or 275 to 295 that might be more comfortable for theboard to be able to make a decision on the posting portion.>> Okay, I think I think we have discussed enough. I believe any I am comfortablewith the $10,000 range, but let's let's decide on>> I'm I'm good with 10,000. Again, I I noted down 285K to 295K. That would bemy take. >> But to hear our>> Okay. >> I would like to hear our opinion if Ican, please. >> Well, yeah. I mean, I I appreciate thesuggestions from around the table and hearing the $270,000 to $290,000. Um, Iwould like to go with a wider range, though. If the group does want to gowith a $10,000 range, that's totally fine. What I also want to, you know,keep in mind is that we're um offering an individual uh uh what could be asalary increase. And at least when we're comparing it to the current base salary,I'd want to keep it closer to something that our current bargaining units mightreceive. I don't want it to be so out of line with what the teachers, custodians,and whatnot may be um receiving on their next negotiated contract. So, I would bemore supportive of 270,000 290,000, but if the group wants to narrow that alittle bit, that's totally fine, too. >> I don't see this as a the same thing asus giving our current superintendent a raise. I see it as we're attracting newcandidates and trying to be in line with our um our comparable districts. Um mycomfort level is at you know minimum 280 with you know 295 as the maximum. That'smy comfort level. I agree with you Sheila. I'm at 280 to295. I think we need to attract the best and just like we made a decision to umtry to create the most competitive process. This is also part of thatprocess. Um, and we know that Weisetta is lagging in our um in our CEO'ssalary. And so I want to make sure that we're able to get somebody who iswilling to stay um for several years and not need to bounce out so that they canmake more money somewhere else. That's also a big piece of it for me.>> Valentina, are you ready? >> Yes, I am off. Thank you for allowing meto listen. I am feeling more comfortable with um I understand uh but at the sametime I'm going to say why this is why Zada uh actually it's well known forparents being so involved in education so we are not as I mean it's not likegoing to district where um scores are so bad and all I am feeling comfortable ina range of 275 to 285 Five.>> Okay. All right. I get the last word, I guess. Um I would still like the rangeto be a little wider than 10,000, but uh but I'm okay with 10,000, but So I wouldsay 280 to 295. So would that be agreeable to>> Yep. >> 280 295?>> Yep. >> Okay. We'll just go with that. 280 to295. Thank you. >> 280.>> 295. Okay. Thank you for that very robust discussion. So the language thenwould be a competitive compensation and benefits package with a starting salaryrange of 280,000 to 295,000 will be negotiated commensurate withexperience and qualifications. Contract length is negotiable as provided inMinnesota statute. Additional benefits you don't need to say very much or youcould simply say an excellent benefits package will also be provided. So howspecific do you want that benefits language? I would recommend staying withthe general. >> Yeah.>> An excellent benefits package will be provided.>> Keeping it broad. >> Okay.>> An excellent. Is that the right word? Excellent. Robust.>> It is excellent. >> Wonderful.>> Competitive. Oh, it says compensation and benefits.>> Benefits package will be provided. Okay. Without specifics around health anddental and all of that. All right. Thank you very much. That's what will go inthe brochure. Can I just clarify one thing because weare in a public meeting and I just want to make sure that our community knows wehave always had a very robust superintendent evaluation process whereour superintendants not just Chase but before him as wellhave been held to a very high accountability and the board has alwayscome to um a consensus around what the goals are moving forward for that comingyear. All of that information has always been made public um on board book and ina reading at a board meeting um with a a letter to that superintendent of whatthe upcoming goals or the focus areas for that year should be. So I just wantto make that entirely clear that we do have a very robust process in place thatI'm looking forward to also modifying with our incoming superintendent. Thank you.All right, the next item in the agenda talks about public input. I just want toremind folks that we will be doing the Q&A. We will be doing the search previewmeetings. Um the community and staff survey will be going live on Monday.We'll have hard copies that I'll send to Amy and she can share those. Um districtlison to share as well. Um I'm going to talk about survey in a minute, but I dowant to remind folks that the finalist interviews round two, you will bedeciding more about that when it gets closer. Once you've seen that publicsummary report, you will then decide whether or not you need additionalpublic input on the finalists. You can certainly do the meet and greets. That'ssort of a given. We're doing that on March 5th, I think it was. Do you wantinput from that or is it just an opportunity for people to meet otherpeople? Are you going to want to solicit input from anyone about those folks? Yesor no? You don't have to decide tonight, but that's something to consider. on thesurvey. I just wanted to make sure that you're aware that all of the surveysthat are in here are [clears throat] what we will be using. I'll change thedate in all three. It is provided in English, Spanish, and Somali inconsultation with your communications team. That is what your community andparents and families are used to receiving those options. Um, it will beonline. We do have the link for the student survey. If the student clicks onit, says I'm a student, it will take them to a very similar survey with plainlanguage. A lot of the big words that are in the other survey is simplifiedfor the student survey. I'm wondering if there's a way to work with your highschool to see if your high school students could have an option tocomplete the survey during their advisory period. Obviously, not makingit required, but student voice is really important. And if we could ask the highschool to provide an opportunity for 10 minutes in an advisory period to fill itout, that might increase student numbers a great deal. So, is that okay with theboard if we enter in those conversations?in collaboration um sorry in collaboration with communications we'vealways worked with um communications and the community relations committee of theboard to engage with our high school and so I would I would recommend thatpathway >> okay great>> and and the principal of the high school of course>> terrific thank you very much uh we'd love getting student voice and then theonly question I have on the survey here is that it's highlighted on the frontthe self-identifier is business owner district partner some districts want tokeep that some don't want district partner in there. Other comm otherpeople take out the entire first one and don't have business owner or districtpartner as an option. What would you like to do as far as theself-identifiers when people take this survey which because we do we docustomize the quantitative data by these categories so you'll know what the stafffeels, what the parents feel, you know, etc. Do you want the first one in thereand if so, do you want to keep district partner or not?Who do you refer to when you say district partner?>> That's a great question. Thank you for asking that. So, district partners veryoften are people who might be involved in um higher education across thedistrict, higher education opportunities or foundations or fundraisers ornonprofit sector. Sometimes they partner with the district doing a lot ofdifferent things, you know, internships, fundraisers, etc. But they're not acommunity member. they don't live here, but they come here to work at afoundation or a higher education institution or something like that. So,that's kind of a catch-all opportunity or option, but so is the word other.>> Other >> where they could say other, highereducation partner or something. So, it's completely up to you whatself-identifiers you want to use. >> They say if if I'm a district partnerand I'm, you know, putting in a lot of money in the district and if you if Ihave to put it Oh, it says specify. Okay. Yes. Never mind. I just thought itwas just others. So if they specify that they are district partners or you knowdonors or grant makers then we know that that's their perspective. Yeah.>> Your biggest response categories will be parents and guardians and staff>> possibly students. Those will be the largest respondent categories. It's upto you. You can have as many or as few of which hat are you wearing when youfill out the survey as you'd like. This is your survey.>> Yeah. I I would >> ambivalent about the business owner ordistrict partner one, but this does make me question how do we how do we knowthat the people filling out the survey are like district partner who they saythey are? Yeah, because they getting emails or I don't know, I could seepeople from outside the community submitting surveys.>> It's true. >> There are not guard rails on it for thatreason. Um, if we were a market research firm and charging you $30,000 for thissurvey, we would have guardrails and we would go by zip codes and we would makesure that the people that are taking it are within the boundaries of thedistrict or have an investment in the district. Maybe they live in Northfieldbut own rental property in ways they could take the survey because they paytaxes here. So, it's open to interpretation and occasionally, I don'tsee it happening here. Occasionally in greater Minnesota, rival communities dorun into some spamming issues where people are told, "Hey, get in ourdistrict, you know, our neighboring district and fill out the survey thisway." We can usually tell that's happening though because there'll bepatterns and trends that don't make sense. And so, we'll pull thoseresponses that we think are suspicious. I don't see it happening in the surveyvery much. Maybe a couple of people, but it's not going to be a problem whereit's going to really dilute your results,but it's it's possible. Um one more thing in listening to that in nowadaysenvironments uh so many people have several accounts. So can someone takeadvantage and fill out several times? >> Yes, it goes by uh email address.Sometimes there are people that have different perspectives. For instance, areal common one is I'm a staff and I'm a parent and they might have a differentperspective on what they're looking for in a leader. So they would possibly takeit twice. once as a parent from their personal address, once as a um employeefrom their work address. That is possible. Again though, with the volumeof responses you're going to get, I don't think it's going to be enough tocause a a problem with the survey results. It will still be pretty solid,but there are opportunities to take it more than>> might do it twice, right? As a parent and a board member.business. >> I would be interested in seeing thebusiness owner on a separate line from a district partner because I think ourdistrict partners have a very different lens and can offer um a lens of healthand well-being for our students which I think might also be incrediblyinteresting versus a business owner. Um I just think there's there's a lot ofdifferent perspectives that we could glean from that.>> So break those out into two two different lines. So we'd add a category.>> Yes. >> Okay.>> Yeah. I mean agreed. I if we decide to keep that as a separate entity then yeahit has to be another line or roll it under others. Either ways is fine but weneed business owner to be the separate entity.>> So would you like me to add district partner as a sixth category?>> Yeah. >> Well seventh category other is still inhere. Okay. >> All right. We'll pull out districtpartner in its own category. So there will then be business owner, uh,community member, district partner, parent, guardian, staff member, student,and other. Uh, and that's in alphabetical order, I think, is why wedid it that way. >> Can I clarify one more? Um, what aboutlanguages? Uh, is it based on what percentage of population we have?Because to be honest, it we as a charter school also serve it. And I remembervery well that Slavic speaking population there is quite a bit of inPlymouth in Maple Grove. That's why I'm surprised for example that language doesnot show up. >> I'm going to turn this over to theadministrators because we did have this conversation a couple of weeks ago andagain tonight as well. If you could address the languages that>> Yeah, no problem. So our our most two common requested languages foraccommodation uh so so for translation um are Somali and Spanish. We have anumber of languages spoken in the district. So uh individuals thatidentified languages other than English as their native language, but thatdoesn't necessarily mean that that requires uh or even prefer is preferredto be a language translation situation. So, um we have identified that that ourmost frequently asked uh languages for translation or needs for translation areum Spanish and Somali. And so that's where, you know, we've identified thosetwo languages. That's pretty common in in other districts as well. Um but we dohave other languages spoken in our district. Um but not as many that arerequested uh for a need for translation. So someone might speak another languagebut they also speak English and maybe even prefer that that English is themanner in which they would fill out that survey.>> So it's not based on percentage of populations based on how uh how manytimes certain backgrounds had been asking for assistance. Emirate>> correct like how frequent we see the need for language translation. Um, andjust as a a reminder, we also have um uh cultural liaison in our district thathelp support our families. Um, those uh liaison also speak uh Spanish andSomali. Um, which kind of parallels with our most frequent uh family languagetranslation needs. Um, so that's just what we've seen. And I know our directorof of uh equity inclusion, SV Heriday, has has uh studied that and and that'skind of why we've we've looked at those two uh languages as the ones that aremost often needed to be translated to. Um but we do have a a significantdiversity of languages spoken in our district. Um, so it's it's a little bitchallenging to figure out, you know, native language versus preferredlanguage and um what a translation need is. So, but that's what we found.>> I think it very uh you explained more than I needed, but thank you forclarification. >> That's also in line with our election.So, we don't meet the threshold for any other language except for Spanish andSomali for our election language as well. So, if that's helpful that thoseare redundant. Um and Barb, can you remind us so as thesurveys are going out and obviously we know it's around holiday right? Um wouldsomeone be monitoring the traffic if we don't see enough responses? Would wouldwe send another reminder in coordination with communication team?>> Yes. Um my associate director Amy Jordan and I met with Amy and Zach to alreadytalk about this. We have a communications blurb which we'll besending to them probably on Friday that will include the links to the survey,the links to the Q&A, the links to providing questions in advance of theQ&A. And then I provide regular updates to the board as well as to Amy to makesure that um reminders are going out on occasion because you'll get a wholeburst of people right away. People are excited and then it kind goes down alittle bit. So a good reminder maybe right after the holidays. Um there'sanother one that will go out probably with two or three days remaining. lastchance for input um at all of the search previews, at all the focus groups. I'mtalking about it. Hopefully, it'll get covered in the media as well. Socialmedia is an option that maybe your district wants to use or not, but we'llwork really closely with your communications team to keep interestlevel high through that last day to provide input.Okay. All right. Thank you. So, I just wanted to go through that survey. wewill make those changes and then um I wanted to review the search agreementvery briefly uh right after the surveys all three languages and surveys I justwant to remind folks that from the proposal um input public input is thatit's going to be all of these things the survey the Q&A um search previewmeetings focus groups etc etc if you want to do interview committees or inputforums during round two that's all included the only thing that would notbe included is if you have some extraordinarily complex communityinvolvement in round two that we don't anticipate yet. But if you want us tocreate a survey that we administer with QR codes and online and we have 600people take it to provide input, that takes some time for us to set that up.So there would be potentially an additional charge. Otherwise, everythingis included. So that one is highly unusual that any district would have adegree of customization of input from your public during round two to requireme to say, I'm going to have to charge you a little bit more because that's waybeyond our search agreement. So that's just in there as an FYI on the alleartum options. The next page is a summary of search services. Everything in thereis what we are doing and that's what's included in that timeline. It will makea lot more sense to you now that you've seen the timeline with all of thosethings on page two of the proposal. And then page three, just a reminder, theestimated fee as well as all the things that are included. We will never chargeyou for consultant travel or copies or anything like that. If for whateverreason you want to do something here in the community and provide child care orfood, we don't pay for that. That's an additional charge that the district willhave. The only thing to keep in mind is maybe if a um a candidate is coming froma long distance away, they may ask about reimbursement for travel. That will beup to you. If someone's going to be flying in from somewhere far away andhave one night in a hotel, would the district consider covering that? Butthat's a bridge we'll cross when we get to who your finalists are. And if thatmight come up, people may request reimbursement. So just that's somethingseparate. Other than that, the satisfaction guarantee, we alwaysguarantee a search. If you part ways with your client or your superintendentwithin a year or less, um we will do another search at absolutely no cost tothe district. I know we talked about that in the interview as well. Um, butwe do require for that guarantee that you participate in that transitionworkshop because we think setting expectations is really important. Sothat needs to happen and we will guarantee the clients or the candidateswe're recommending. If you choose to interview someone and hire someone notin MSBA's recommended slate, that's entirely your prerogative. I just don'tguarantee the search in that case. So just want to make sure we have that onthe record in the meeting. That's it for the search agreement. The rest of thesethings on the front page don't take very long and the last page will make sensehere in a minute. I just want to make sure we're on the same page about therole. Did you have a question? I'm sorry, director.>> I'm just curious. Um, how often do you see that someone who is uh looking foropportunity? And I hope that this is wonderful opportunity, but then theywould like to be reimbursed. How I mean, how often do you see that kind ofrequest? >> I think I've seen it three or four timesin six years. Not very often. So since she asked a questionregarding that, I'm going to ask you another question. How often have youseen because our timeline shows we do the interviews and all that we selectcandidate and then we go and negotiate the contract.>> Mhm. >> How often have you seen that that thecontract negotiations have failed and therefore that that candidate says youknow bye-bye I'm I cannot cannot come. >> Twice in six years.>> Twice in six years. Twice out of how many?>> Um, >> roughly>> 150. >> Oh, okay.>> I'm trying to remember how many searches we've done.>> So, less than 1%. Okay. >> By the time you have a final candidate,they want to work here and you want them to work here and people will negotiateand make it work. It's very rare that it falls through.>> Okay. >> Yet, it can, right? Yeah,>> we're human and it can >> because typically in in the corporateenvironment, correct correct me if I'm wrong, Paris, when when the candidatesinterview, the negotiation for salaries and all that is done and then only isthe offer made, right? And then you accept or reject.>> This is a CEO role. It's different than an employee,>> right? Well, >> I think the expectations are that theywould accept the offer because you've you've been very clear about what youare willing. They've done their homework on your district. They understand yourbudget. They've talked to colleagues. They're not going into this with anyintention other than to work for you. >> Okay. I think the initial range willhelp also. So, we're setting up the expectations. So, again, no surpriseslater. >> Great questions. Any other questions?Otherwise, we're close to wrapping up >> before we go on to the screeningquestions. Um when we are we were going to send out the survey and also wediscussed last time the focus groups and had did is that something we need tolike clarify because we had discussed which groups like the liaison committeeand CATAC and CFAC should we just make sure everybody understands what thefocus groups were are going to be? >> Yep. I'll ceue up my document hereshortly. Can I ask another question while you're queuing that up?>> Great. >> Um,for the surveys when we have individuals who need a translation, sometimes it is,and I'm sorry, you're stuck with somebody who has done a lot of datacollection in my day. Um, so sometimes you need not just the translation, butsomebody to walk somebody through how to take the survey and to understand whatthe need is of the survey. um are are our family liaison going tobe trained somehow in how to how to help conduct that survey without them gettingtoo involved so that the the responses aren'tconflicted. >> I'd be happy to do that. I know thatthey are planning on already making appointments with the cultural leaisonand I'd be happy to meet with them as a group and explain how to walk through asurvey without influencing the input that they are giving them. I'm happy todo that. >> Great. Thank you.>> Great. Uh so the the search preview and focus group. So we would we we made thecall today that uh the search preview groups because they're they're reallyinformationbased. Um we're going to give five different options for all of ourgroups to be able to attend and it's not specific to to those groups. Um but theindividuals that will be um invited, that's what you're asking me for,correct? um are the the district liaison uh group. Um we we'll have a group forprinciples, our SLT strategy leadership team, the cabinet. Um our leadershipcouncil um minus obviously the principles and SLT because they're inanother group and that will include Amy G as well. Um we'll have a group of ofuh collective baring agreement leaders, so our union leadership. Um and then uhthe la the the the last group will be um uh advi invites out to our differentadvisory councils. So we have SCITC, SEFAC, CAC,WAC. I don't know what that Yep. Yep. Um [snorts]but uh the the special services uh advisory council um and then theindigenous advisory I think WAC is the special services one um and soall of those different advisory councils which already have establishedmemberships will send those the invites to and they'll function as as focusgroups then. So we'll have a focus group for the advisory councils, focus groupfor the the union leadership, um focus group for again the leadership council,non-principal, nonSLT plus AEG, um strategy leadership team, so SLTprinciples and then district leaison. Um those will have when we run focusgroups, there'll be a specific invite for a time because those are morefeedback gathering sessions. So, the information sessions, the super thesearch previews will be, hey, here's five options. Pick one if if you canmake it, great. Um, but then when we do the focus groups, those same groups willbe invited back if they can make it. Um, to um we're aiming for in-person andthat's feedback collection focus groups. Um, we're working on if if there's astudent leadership opportunity as well for uh some of those focus groups, butstill working on that piece. >> I have a quick question. In youradvisory councils, I didn't I don't know if I missed it. Did you um include earlyed? >> Yep. They would be part of the communityed group. >> Perfect.>> No, part of liaison. Yep. We talked about that today actually. So, they'rethe early ed advisory. They're all part of the liaison.>> Got it. >> Thank you>> for correcting me. >> If I c can clarify to how we're going tomake sure that um parents are involved here. I know that liaison is uh one ofthem. Uh but uh to be honest what it is. Umif you look at uh um typically it's um I think at when I attended it's it's uhwomen there uh that's all but uh how are we making sure that that we have parentsuh in >> so our advisory councils you know areare you know we we work hard to make sure that those are representativegroups groups that represent our populations. I'd also say that um thesefocus groups are are a part of the puzzle for collecting feedback. They'renot the whole thing. Um I in learning from Barb in these last months here, umthat survey participation will be huge for us. That's how we're going tocollect VO, you know, the the probably the largest quantity of feedback fromour our community members. And so we have these other groups that areestablished and can send out invitations to to the uh search previews and the thefocus groups and we need participation in that survey. So that's going to bekind of our number one tool that we're going to continue to encourageindividuals to apply um provide opportunities for individuals that needto support to to fill out that tool etc. Um but after kind of looking through allthe different groups um seeking recommendations from our strategyleadership team um and and whatnot, those are the the groups we came to withwe got to get going on scheduling these things too. So um there's a pretty quickturnaround with using established groups helps us with efficiency because wealready have lists of people that we can email and say, "Hey, here's the meetingoptions." um you're being invited because you're a member of this groupand please attend and all that type of stuff. >> I would like to thank the internal teambecause this is the part I I said in my interview and I mentioned that our jobis to try to take as much off their shoulders as possible and we'll do allthe heavy lifting. This part we can't do and they've done a really good job ofidentifying internally who and how to communicate the opportunity for input.So, thank you very much to all the team over there that I know has spent quite abit of time on that. So, thank you. So, on the cover of the agenda, I do want tomake sure we're on the same page about the role of the current superintendent.I just briefly want to share that typically a superintendent does not havea role in the superintendent search. They are not at these meetings. The rolethat they seem best to fulfill is that as an ambassador for the opportunity.So, if people are calling them with questions, they're happy to share theirknowledge of the district and encourage people to look at the opportunity if itfits them. Does anyone on the board see a greater role for Dr. Anderson thanthat role of being an ambassador for this position.Okay. I believe he is okay with that role as well and not anything beyond.So, uh that's great. Just want to make sure that was clear. The school boardspokesperson. If there are media inquiries about the superintendentsearch, we want it rolling through one person. It's typically the board chairor in conjunction with the director of communications. So, yes, chair sin.>> Barb, I I knew that question was on the list here. So I looked at the standardoperating procedure. We have a standard operating procedure and I will quoteline item C4A under other board procedures. It sayswhen the board issues news releases and or response to questions from the media,the official spokesperson for the school board will be the board chair.So >> the board chair.>> So it reiterates what you just said. Okay.>> Everyone is okay with that since it's in policy. Terrific. Thank you for lookingthat up, chair. Ground rules, do and don't. Um, I just want to share a fewthings at this point in the searches. Oh, did you I'm sorry. I apologize.>> No, no, no, no. Um, I would like to clarify where uh it put um timeline whenuh in January we're we're going to be electing uh new board chair and vicechair. Uh so, how can it uh play out? >> Good question.So come January 12th we might have a different set of officers includingchair, vice chair, clerk and treasurer. So>> so it would be who whomever is >> whoever is the chair at that time right?Yeah. >> So from now until January 12th.>> Yes. >> Obviously chair so>> make the most of it. No I'm just kidding. [laughter]>> So yes it would follow the role of the chair not the individual.>> Okay. Thank you. So the ground rules dos and don'ts. Just a couple of things tokeep in mind. One of the things I would ask you to do is not recruit candidatesyourself. As board members, please stay out of the recruiting because if youreach out to someone and encourage them to apply, you are a decision maker. Youare the hiring authority. They are going to hear something in that message thatis not necessarily the case. They're going to hear that they have a leg up onthe job because a board member asked them to apply. Please don't do that.It's not fair to candidates. Leave that to the search firm to do that.Similarly, if you are asked for a letter of reference for this position fromanyone, please do not write a letter of reference for them, nor be listed as auh recommendation or a reference or a letter of recommendation. It puts you inan awkward position if you are serving as a reference for someone in your ownpool. So, I would avoid that if you could. You don't, it's not legal, butit's just very ill advised to write letters of recommendation or serve as areference for someone for this job. for any other search. If you knowadministrators and you support them and want to support their candidacy outsideof your search, feel free, but not for your own search. So, those are a coupleof key things. Also, if you receive calls from candidates, please do nottalk at length with them. In the vacancy brochure, you noticed it's going to sayapplicants are requested not to contact school board members. Someone still maydo it or they may know you already and feel like they'd love to ask you acouple of questions. Refer them to me. I'm happy to take those calls. So,you've got my phone number, you've got my email address. Both of those are inthe vacancy brochure. Avoid if you can talking to candidates about thisopportunity. Does anyone have questions on that? Okay. Thank you very much. Iappreciate your support of it. All right. Uh those are the ground rulesI've got at the moment. Um I will ask that if you start reviewing applicationsand you recognize someone in the pool that you are related to, you need to letme know. [laughter] it will change the voting circumstances if you're relatedto one of your finalists within the fourth degree. So, it's just a matter ofFYI, pay attention and if you have someone by blood or marriage in thatpool, just give me a heads up and we'll kind of watch how it unfolds from there.But, we may need a unanimous vote of the full board if it's someone who's relatedto a board member. So, uh in district contact person, I am already workingvery closely with both uh Dave and Amy. I'm assuming it's okay to continue towork with them. Great. They've been doing a wonderful job. Theconfidentiality employee, that would be uh your executive director of HR, Dave.The reason we ask is that all of those applications must be kept in accordancewith your district's data retention policies. So, he will have a secure linkin the cloud to get those applications, download them as well, but because he isthe confidential employee for your district, he obviously cannot share ortalk to anyone about them either. And you're okay with that role?>> Okay. So, I just want to make sure you're aware that he will have thataccess and he'll need to keep those on file uh for all of the people in thispool. >> Will there be some kind of agreementthat we signed sign on? >> Yes.>> Before we look before we have access to the application.>> Thank you for asking that. So, at the meeting we'll have um we talked about aconfidentiality agreement or a non-disclo what's it called in thisdistrict? >> Yeah,>> confidentiality agreement before you have access to this uh these on February9th. So, at the meeting on February 4th, I will have that and it will be in themeeting packet so you read it in advance. It's the standardconfidentiality agreement Wisetta Public Schools uses, but that will be in thepacket on February 4th and we'll want everyone to sign them that evening andturn them back in to to Dave. Thanks for reminding me about that, chair. Okay.Uh, let's see. Two screen pre-screening priorities for the district. This is thelast thing I have for you unless you have more questions. that back page withthe yellow highlights. Uh the one reason, one of the biggest reasons weswitched from Applletrack to Revelis a few years ago is we could customize theapplications to each of our searches. With Appl, we had to ask the samequestions for every search, no matter which search it was. So this is youropportunity. If you see two questions in here that you really like that wouldhelp you decide whether or not to interview someone, these are applicationquestions. So, we have room for two and these are just samples. Maybe you wantto write your own application question. We will always ask based on theleadership profile for this district, why are you the best person for thisjob? Something like that. But the areas in yellow are things that otherdistricts have chosen to ask about in the application. So, they're justsuggestions. You'll notice that these are also behavior-based questions.uh we started noticing two years ago that people if we just said what is yourphilosophy on special education the answers started to sound kind ofsimilar >> and people are using AI toolsdifferently these days so that may be a tool they use however we specificallyask in the application what have you done give us an example of yourexperience in I think that's going to help ensure that we're not going to justget an AI generated answer in your application so I'm going to turn it backover to the chair to facilitate which of These if you could pick two do you wantin your application or do you want to write your own? >> Yes. Some of you may already have an idea ofthe ones that you like. We could It's just a consensus. It doesn't need to bea formal vote toward certain areas. It should be areas that you want you wantto know where they stand so that you feel comfortable interviewing.>> So is this everybody going giving their opinion or everyone should go ahead andstart three and 11? >> Three and 11.>> No. Yeah. >> Which one did you say?>> 3 and 11. >> I need time.>> Valentina needs time. Then >> Valentina, what did you say? She mean>> Oh, she said. Okay. >> Um, I really like two and three.>> Two and three. >> Two and three. Okay.>> I like three. I like 11. Eight is also really good if we could combine it with11. Just throwing that out there. The only thing um about eight right iswill that experience be relevant to YZA? I mean it could be a good experience forthe candidate but if it is not relevant to Yetta. So that was kind of my lensbut again >> some of these could also be interviewquestions if you really like some of them we can certainly modify or tweak tobe interview questions in round one or round two as well. I like number six. And um number eight. I like all of them, but number two for sure.and I'm going to pick number 13.So, how do we how do we come up with the consensus? There is a lot of differenceof opinion here. >> That's a challenge. Yeah,>> I'll have to have the board somehow select two that you can all agree on andmaybe some of these are better for interviews as well. One thing to thinkabout is that these are relatively broad on purpose. It's like a funnel. Theapplication questions are pretty broad. Um, and then round one is a little morespecific and round two will be questions very specific to Wisetta.>> Valentina, I think you're still right. I've been I recorded everybody'spreferences and so the the questions I got the most are two>> two yeah >> three and eight.>> Yeah. So I think two and three or eight. Yeah. So I I agree with Paris that thateight is is a good question to ask but it could it may not apply to right Imean what they have done there may really not apply. So>> goal is to get like to understand more about how they are how they lead.>> Yeah. What are the other options? Sheila,>> two, three, and eight were the highest. >> Two, three, and eight. Okay.>> Votes. >> So, I I think two two probably is isprobably the most selected. And I think two and three would probably fit. Well,unless somebody's strongly opposed to either of those.>> No, I'm good. I said 11, but yeah, two and three that I'm I'm good with that. Ithink like I said other questions we can always address in the interview process.So right >> so two and three as I look at two andthree two is collaboration trust and respect and three is um effectivecommunication. Do you um do you want those two things I feel like those twothings go very handinand? So would you rather have two questionsthat go hand in hand or would you like two that are kind of different from oneanother? >> So three also has transparency in itthough I don't know if that you can yeah that that's what stood out to meactually the transparency part. Um, you said two.Can >> Can we numbers again and mark it out andso we can see because I think it maybe I missed uh someone because on my papereight and two have I mean so that we see where we hit the most.>> They were the most. Yes. >> Yes. If we can name the numbers againplease. And uh >> 11 3 and 11>> Valentina I'm going to just >> um mine was just uh two and eight.>> Okay then >> two and three.>> Two and three. Huh? Okay. >> Mine was 3 and 8. Sorry. No, mine was 3and 11. But I also really liked eight. So I would>> be okay with that one. She chose three. Um uh mine were six and eight.>> Six and eight. >> So yeah, three. >> I don't know. Paris, are you okay witheight? >> Um I meanit is my like I said my only concern my only thing is like hey it could be morerelevant to the candidate but is it relevant to Yeta? So, how about threeand eight? Would that work? Because they are the most picked.Otherwise, I have no way to go. >> No, that's fine. Three and eight isthree and eight is okay. >> Three and eight. Okay.>> Three and eight. >> Yeah.>> Does anyone want to reward any of them at all? Are they okay as is? Three andeight. >> Yeah.>> The wording the wording is okay. >> Yeah.>> Um sorry, on the eight, right? Uh explain what your role was and whatimpact was on students. uh would it be too much to ask how how can that berelated to district like visa that experience?>> Yeah. Yeah. I think that's a good point. Shows show share an initiative>> specifically with respect to you knowing the district of W.>> It certainly could. The one thing it does is it gives an advantage to peoplewho know more about your district than others.There might be some excellent candidates from outstate the state of Minnesotathat don't know enough about Weisetta to answer that as well as someone who's inthe district next door. >> So the person next door has an advantagebecause they could spin the story better than someone who's they've read aboutyou, they've seen your reports, they've seen your website, they still don't knowyou and you'll have candidates who know you and could really answer that well.>> So it's a little bit of an unlevel field if you ask them to talk talk aboutWeisetta in the application. >> Does that make sense?>> Yeah. No, that that makes sense. But that brings another question. Wouldn'tyou want candidate who knows Wisetta? >> I think that's on us.>> Yeah, probably. I'm playing playing devil's advocate here. You know, whenyou interview with companies, if you don't know about the company, you don'tstand much of a chance of getting a job there.>> Yeah. Right. >> It's fine. I mean,that'll be a tough decision. There might be some outstanding candidates comingfrom out of state that >> given you, but not a lot. people canbring skills with them that you know are good in in lots of situations like I Idon't think that them knowing Wisetta is necessarily the most important thinglike if they're a good leader have other skills>> and you know >> no I think we are okay I mean this ispre-screening we'll have opportunities to go through the interview>> I might ask a or I might so uh Sheila made an awesome uh enhancement I thinkto eight I'd ask the board to consider so she talked about bringing data intoeight. Um instead of saying what was the what what the impact was on students,you might ask how did you measure your impact on students? Um because otherwiseyou're going to get people saying I feel or I think>> versus I know because this is the evidence you know I utilize to assessthe impact on students. I thought that was a really good observation by Sheilabringing some data into it. You could reword it a number of ways, but>> yeah, the measurable in smart, right? Smart goals.>> Explain what your role was and how did you measure the impact? How did youmeasure its impact on students? >> Yeah, something like um you could evensay what was the impact on students? Um and you could have a follow-up questionof how did you measure that impact or something like that? Was that what youwere thinking, Sheila? >> That was they still>> How would you like to word it? I I liked what how Dave said it. So, keep thequestion as is and then at the end, how did you measure the impact? Do you want to just shoot me an emailreal quick, Dave, with that phrasing? >> Yeah.>> Thank you. Okay, questions three and eight will be in the application forcandidates to answer. That is all I had for you today. That was a lot ofdecisions to be made. And are there any questions before we wrap up and let youadjourn for the evening? Yeah, we had a second item on the agendathat's covered, right? Already the we discussed decide and schedule thesteps necessary for the rest of the hiring process. That was all coveredhere. Okay. >> Yes.>> So going to open for questions. Anybody have any questions, comments now? Okay.So I think I'm going to call the meeting to a close. This concludes the VisettaPublic School special regular board meeting. The next board organizationalwork session will be on Tuesday, December 16th at 5:00 p.m. a week fromtonight. And the time now is 8:43. Is there a motion to adjurnn?>> So moved. >> Second.>> Second. >> Moved and seconded. All in favor say I.>> I. >> Oppos? Nay. The motion carries. TheVisetta Public Schools Board of Education special regular meeting forTuesday, December 9th, 2025 is adjourned. Thank you, Bob.